Research On The Optimization Of The Individual Performance Evaluation System Of Prison Police

The report of the Nineteenth National Congress of the Communist Party of China pointed out that "we should adhere to the combination of strict management and love,pay equal attention to both encouragement and restraint,improve the evaluation mechanism of cadres,establish incentive mechanism and error-tolerant and corrective mechanism,and clearly support those cadres who dare to undertake,work steadfastly and do not seek selfish interests".As an important part of the state apparatus,prison is the national penalty enforcement organ and an important force to maintain social security and stability.The central government also attaches great importance to prison work and calls for efforts to build a high-quality prison police force in the new era.With the profound changes of the world,the country,the party and the society,the prison situation is becoming more and more complicated.It is urgent to have a prison police force to ensure that the prison people can fight and win the battle.The key to improve the combat effectiveness of the police force is to make breakthroughs in the key links of the management of the police force,such as personal performance appraisal.However,for a long time,there have been three main problems in the personal performance appraisal of the prison police: first,the evaluation criteria of prison law enforcement effectiveness are not perfect.Prior to the Shanghai prison system,the assessment was relatively general,mainly based on the civil servants' morality,ability,diligence,performance and honesty,which failed to reflect the dual characteristics of the prison police as administrative law enforcement officers and the people's police.Second,the lag of performance evaluation methods for police.On the one hand,for a long time,the performance evaluation of prison police is basically judged by the Party branch secretary or prison leaders,lacking the participation of the masses.On the other hand,there is no targeted evaluation for the characteristics of police work in different positions,such as supervision,education,psychological correction and security alert.Third,the application of performance evaluation results can not strengthen the docking problem.In order to determine 15% of the award quota each year,grass-roots units carry out performance evaluation,but after the evaluation,the results of the evaluation are put on the shelf.The performance evaluation and reward of the police have little influence on the promotion of non-leading positions,the selection of leading positions and the improvement of training.The promotion and growth of grass-roots policemen basically exist the situation of "enduring years".With the increasingly standardized salary system,how to effectively carry out the evaluation,promote the accurate positioning and active improvement of the cadre police has reached a stage that urgently awaits innovation in system arrangement and new measures in internal management,which is also the starting point of this paper.Taking advantage of the opportunity of one year's suspension in Shanghai Prison Administration and participating in the research of prison issues,the author studied the relevant research results at home and abroad and the cases of prison performance reform.Through nearly 720 person-time discussion and investigation,the author deeply analyzed the existing practical problems and introduced the "1+3" system through optimum design.That is,"Several Opinions on Stimulating the Force's Dynamic Vitality and Promoting the Career Development of Police Officers" and "Opinions on Promoting the Career Development of Police Officers by Emphasizing Performance Orientation","Measures for the Management of Performance Assessment of Police Officers" and "Measures for Quantitative Assessment and Management of Police Career Development".In the optimization design of "1+3" system,there are several characteristics: first,more outstanding performance.The optimized performance appraisal method of the police consists of three parts: post performance,performance efficiency and reward and recognition.In the post performance appraisal,a unified list of rewards and deductions is added to enhance the consistency of performance appraisal,and the performance efficiency appraisal is added,focusing on the state of police work,style of work and the quality of work completion,which is realized by means of evaluation,one person,one vote.Quantitative evaluation is scored according to four items: post,length of service,performance appraisal and reward and recognition.The career of police is recorded in a panoramic way,which links career development with job performance.Second,the assessment pays more attention to the participation of the police.After the optimization of the police performance appraisal method,the members of the assessment team increased the representation of the police officers,and the performance of their duties made everyone participate in the evaluation,so that the assessment work was no longer a minority's final say,which not only helped to resolve the contradictions,but also reflected "my assessment of my participation." Third,the application of results is more perfect.The optimized performance appraisal method of the police is directly related to the evaluation of the police,job promotion,police rank promotion and outgoing training,and is translated into the performance appraisal score in the quantitative evaluation results of career development.Quantitative evaluation results can be used as an important basis for promotion of non-leading posts and police officers,selection of leading cadres,education and training,and post exchange.Fourth,the promotion mechanism is more scientific.The original non-leadership promotion of police officers is based on the working years,educational background and other promotion conditions,as long as the police meet the conditions and through promotion training can be promoted.The optimized system is ranked in the global scope according to the quantified score of the career development of the police.Generally,the top 15% of the police in the same rank are ranked in this year.The overall promotion platform is unified,which reflects the priority of the score and the priority of performance.In the process of trial operation after system optimization design,valuable practical results have been achieved through propaganda and guidance,special training,formulation of implementation rules and simulation operation.However,new problems such as unbalanced policy control,inconsistent post performance management and inconsistent evaluation management norms have emerged,which require further work.Revision and improvement.Generally speaking,the construction of the personal performance appraisal and evaluation system of the prison police overcomes many drawbacks in the past performance appraisal,stimulates the persistent motivation of the prison police officers' entrepreneurship,forms a new pattern of the prison police professional development,and achieves good results.