A Research On The Problems Of The Performance Evaluation Of The Public Security Organ At County Level And The Corresponding Strategy

Along with the continuous deepening reform of our public security organ and under the guidance of the administrative thought to build a service-oriented administrative mode,our public security organs,adhering to “serving people with heart and soul” as the aim,gradually establish and perfect their performance-managing mechanism,improve the effectiveness of their management and service,and facilitate the ongoing advance of the works.As an important part of the reform of public security organ,performance evaluation has become an effective tool to improve the work of public security organ.Performance evaluation is not only the key point in the personnel system reform of public security organ in China but also a facilitator to fulfill the managerial function of public security organ.Besides,performance evaluation is also an inevitable path for promoting the construction of service-oriented public security organ.Different from the performance evaluation in national public security organ,the lowest level police station and the criminal police teams in responsible areas,the evaluation of the public security organ at county level is implemented on the intermediate level of public security organ,with relative independence.The performance evaluation of the public security organ at county level has positive significance in promoting comprehensive performance management,embodying the aim of “serving people with heart and soul” and winning the trust and support from Chinese people as well as maintaining social stability during the transitional stage of reform;such performance evaluation is also of practical significance to the promotion of the personnel system reform in the public security organ at county level,fulfilling the management and service function of the public security organ at county level and enhancing the capability and quality of the police at grass-roots level.This paper takes the performance evaluation in H branch of A municipal public security bureau as the analysis object,uses literature review,cast study and quantitative research to analyze the results and existing problems in H branch and then proposes the suggestions to improve the evaluation.The performance evaluation of H branch of A municipal public security bureau is taken as an example for analysis and a series of problems in the performance evaluation of the public security organ at county level is found.The research shows: these organs tend to ignore the establishment of the aim system of performance evaluation;the construction strength of the organizational basis for performance evaluation is always insufficient;the measure system of the performance evaluation is far from sound and the result application of the performance evaluation is not fully utilized.These problems,to a great degree,affect the effectiveness of the performance evaluation,eventually influencing the improvement of the performance of the public security organ at county level.Next,the path which can enhance the performance evaluation of the branch of public security organ and the organ at county level,is put forward.The path will be discussed from the following four aspects.Firstly,it is about the establishment of the organically-connected aim system of the performance evaluation.The aim system should guide the practice and consist of the missionary strategic aim for an organization,secondary strategic aim,the performance aim for every level & department and the performance aim for every member.At the same time,service idea should be incorporated and “making people satisfied” must be regarded as the missionary strategic aim during the performance evaluation.Besides,the personal aim of every policeman should be organically connected with the strategic goal of an organization so as to ensure the goal of performance evaluation can be actually “put into practice”.Secondly,when it comes to the establishment of the organizational foundation for performance evaluation,the foundation should possess specificity in terms of its implementation.The branch of the public security organ at county level should start with the following aspects,including the establishment of a specialized performance evaluation organization,the construction of a professional team and the improvement of organizational environment.In this way,the specific scope defined by superior public organic organ for the performance evaluation framework can be excellently put into implementation.Thirdly,regarding the establishment of the measure system of the performance evaluation,the measure system should be operable.It is necessary for the public security organ at county level to determine,in combination with the jurisdiction feature and actual practice of public security,a diversified subject,a full-coverage object and a stereoscopic indicator of performance evaluation as well as a composite evaluation manner.The performance evaluation subject should incorporate the serving object and its interested party,superior department,the department on the same level,subordinate department,evaluation object & its interested party as well as scholars and experts;the performance evaluation object should cover every department from the grass-roots to the top level and every policeman;the indicator system of performance evaluation should follow the principles of systematization,objectivity and operability.When the indicator is designed,qualitative design,classification and classified design should be used.This paper takes H branch of A municipal public security bureau for example and designs four types of performance evaluation indicator model respectively for business department,service department,police station and first response criminal squad of the public security organ at county level.Besides,on the basis of the data in recent three years,a flexible performance evaluation indicator system made up of bottom indicator,guiding indicator and top indicator,is designed for police station and the criminal police teams in responsible areas.With regard to performance evaluation method,multiple methods should be comprehensively utilized and qualitative method should be organically combined with quantitative method.Fourthly,for the establishment of the result application mechanism of performance evaluation,the evaluation result feedback mechanism,the reward & punishment mechanism and the evaluation result supervision mechanism should be made full use so as to maintain the sufficient application of performance result.