A Research On The Performance Evaluation System Of Public Security Intelligence Analysts

The idea of intelligence-led policing has taken root in China,and intelligence agencies of public security organs at all levels play an irreplaceable role in maintaining national political security and social stability.As the core of implementing the intelligenceled policing strategy,only through strict and standardized management can analysts considerably cope with the challenges brought by the internal and external environment.As the key content of human resource management,performance evaluation can regularly check the work efforts of analysts and put forward targeted improvement opinions based on the results.However,although the actual combat departments have conducted useful explorations,there are still various predicaments such as a single subject for performance evaluation,chaotic setting of evaluation indicators,arbitrary allocation of indicator weights,and lack of feedback on evaluation results.Therefore,it is necessary to build a performance evaluation system for public security intelligence analysts in conjunction with related theoretical methods to resolve actual conflicts.Based on the summary of the research and practice status of relevant fields at home and abroad,this paper uses literature research,interview research,statistical analysis and other methods,and guides the new public management theory,intelligence analysis theory,and incentive theory to build a SILR performance evaluation system for public security intelligence analyst.At the same time,the H City Intelligence Center was selected for the application of the system and the improvement of safeguard measures.The performance evaluation system constructed by this research mainly includes the following four modules: The first is the evaluation subject module,which introduces a full perspective evaluation method,which is divided into two levels of leadership positions and non-leadership positions based on the characteristics of the position and determine their respective weights;The second is the evaluation indicator module,which uses Delphi method,analytic hierarchy process,etc.to establish 4 first-level indicators of work performance,work ability,professionalism and attitude and conduct,and 18 secondary indicators under it;The third is the level evaluation module,which optimizes the performance level of the current intelligence analysts into five dimensions of "excellent,good,medium,competent,and incompetent",and the level is determined based on the fuzzy comprehensive evaluation method;The fourth is the results application module,which analyzes the results to carry out incentives for labor compensation,education and training,and promotion of jobs,focusing on sustainable development.In the future application of the evaluation system,it is also necessary to consolidate the foundation andstrengthen organizational management,focus on continuous improvement of system guarantees,people-oriented improvement of the overall quality,keep up with the times and increase technical investment.In this way,the evaluation system can be truly implemented,and the professional management and long-term development of intelligence analysts can be promoted.