Research On The Incentive Mechanism Of Public Security Police Auxiliary Personnel

With the continuous development of economy and society,new changes have taken place in the factors affecting the people's sense of security.The people are no longer satisfied with their personal and property security,but pay more attention to social security and public security.They need to create a more secure and stable social environment,a more fair and just legal environment,and a more high-quality and efficient service Environment,all of these requirements take into account the comprehensive level of social governance.As the executor of the national violence organ and the guardian of social security,the public security police bear the brunt of the first line,but China's police only accounts for 1.5‰ of the average proportion of China's population.China's people's Public Security University,2019,insufficient police capacity has become the face of China On the premise of the central government's proposal that the establishment of the auxiliary police force should not be expanded,the current problem of insufficient police force has been effectively alleviated and the role of enthusiasm and creativity has been played.But for a long time,problems such as high turnover rate of auxiliary police personnel,insufficient engagement and imperfect incentive mechanism are more prominent,which is not conducive to the normalization,specialization and professionalization of auxiliary police team,and is not conducive to the loyal performance of duties and the courage to take responsibility of auxiliary police personnel.This paper starts with the current situation of the incentive mechanism of the auxiliary police personnel,studies the classical incentive theory,analyzes and compares the incentive mechanism of the auxiliary police personnel in Britain,Singapore,Britain,Hong Kong and Nanjing of China,and uses the form of questionnaire and interview to investigate the satisfaction of the incentive mechanism of the auxiliary police personnel in Tianjin and Luoyang.A total of 318 valid questionnaires were collected and interviewed with more than 30 police assistants.The main problems existing in the incentive mechanism of police auxiliary personnel are the low salary,the weak sense of professional belonging,the fault of promotion space,the lack of quantitative standards in assessment and the lack of professional knowledge training.The main reasons for the problems are the lack of top-level design,the lack of laws,the deep-rooted idea of "temporary workers",the imperfect guarantee mechanism,the lack of rank promotion system,and the lack of training system.Based on a large number of literature review and full investigation,this paper innovatively selects Tianjin and Luoyang as the research objects,and divides the incentive mechanism into five incentive dimensions: salary,assessment,promotion,sense of belonging,training,etc.in view of the problems found in its operation,in terms of sense of belonging,it suggests that the national legislation stipulates the positioning of police auxiliary personnel in public security work,which has legal basis and changes “ In the aspect of assessment,it is suggested to quantify assessment indicators and strengthen assessment application;in the aspect of promotion,it is suggested to reform the current auxiliary police rank system,establish competency oriented rank competition mechanism and smooth the channels of targeted recruitment of people's police;in the aspect of remuneration,scientifically determine posts,appropriately transfer payment and dynamically adjust remuneration;in the aspect of training,it is suggested to Build a multi-level training system through online training.