Research On The Management Of Non-staff Employment In Grassroots Law Enforcement Agencie

Due to the decentralization of law enforcement authority and the promotion of service-oriented government in recent years,the grass-roots law enforcement agencies of the government often recruit and use a large number of non-staff personnel due to a variety of affairs,a sharp increase in pressure,and financial and staffing constraints.These non-staff personnel often undertake a lot of law enforcement assistance work,which greatly improves the operational efficiency of the government’s grass-roots law enforcement agencies while reducing costs for the grass-roots government.But at the same time,a large number of non-staff employment of grass-roots law enforcement agencies often brings a series of management problems and employment risks,which affect the execution and credibility of grass-roots law enforcement agencies.This paper takes the non-staff employment of the A Street Comprehensive Administrative Law Enforcement Team in Guangzhou as the research sample,and investigates the current situation of the non-staff employment management of the A Street Comprehensive Administrative Law Enforcement Team through questionnaires,interviews and other methods.Through research,it is found that the grass-roots law enforcement agency still has many problems in the management of non-staff employment.First of all,the recruitment of non-staff workers is not standardized.In the process of the recruitment of non-staff workers in the comprehensive administrative law enforcement team of Street A,there are problems of random recruitment methods and low access threshold.These problems have led to the negative effects of the expansion of the law enforcement team’s off-staff workforce,management difficulties,and low quality of personnel.The second is that the incentives for non-staff employment are not in place.First,the lack of "hardware" health care factors such as salary and treatment leads to poor job satisfaction of non-staff staff and poor team stability;The second is the lack of promotion space,training opportunities and other incentive factors,resulting in the lack of work enthusiasm of non-staff staff and low work efficiency;Third,the existence of the phenomenon of different pay for the same work has led to a significant sense of injustice among non-staff personnel.In view of the problems existing in the management of non-staff employment of Guangzhou A Street Comprehensive Administrative Law Enforcement Team,combined with the incentive theory and the "street bureaucrat" theory,the reasons are summarized as follows:(1)There are two reasons for the non-standard recruitment of non-staff employment of the grass-roots law enforcement agency,one is the lack of scientific planning for the grass-roots non-staff employment;Second,the grass-roots non-staff recruitment has too much autonomy and lacks effective supervision.(2)There are three reasons for the lack of incentives for out-of-staff employment of grass-roots law enforcement agencies.First,the lack of legal positioning leads to the lack of health care factors;Second,the lack of incentive factors due to the lack of attention of employers;Third,the unclear responsibilities of non-staff employment positions lead to different pay for the same work.(3)There are two reasons for the inadequate supervision of non-staff employment by the grass-roots law enforcement agencies.First,there is a lack of supervision mechanism for non-staff employment,which is manifested in the absence of management mechanism,supervision subject and withdrawal mechanism;The second is that the staff members are slack in performing their duties as managers and have a "sheltering relationship" with the non-staff personnel.Finally,the following countermeasures are put forward for the management problems existing in the different links of recruitment,incentive,supervision and other aspects of the non-staff employment of the grass-roots law enforcement agencies:(1)In terms of recruitment,we should first make scientific recruitment planning,so as to recruit according to the actual needs;Secondly,we should strengthen the supervision of all aspects of recruitment of grass-roots law enforcement agencies,and standardize the recruitment methods and procedures.(2)In terms of incentives,firstly,we should improve the health factors of non-staff employment,clarify the legal position of non-staff personnel in government agencies through strengthening legislation,and ensure the welfare of non-staff personnel;Second,we should improve the incentive factors of non-staff employment,strengthen the main responsibility of each employing unit,and give full play to the subjective initiative of the main body of each unit by changing the employment concept of the grass-roots law enforcement agencies for non-staff personnel,so as to provide more promotion space and training opportunities for non-staff personnel;Third,we should clarify the post responsibilities of non-staff personnel,and avoid the phenomenon that non-staff personnel and non-staff personnel receive different pay for the same work by clarifying the division of labor and responsibilities.(3)In terms of supervision,first of all,we should improve the mechanism construction,establish and improve the supervision mechanism and exit mechanism of non-staff employment management,and strengthen the "mechanism" constraint on non-staff personnel;Secondly,we should strengthen the management of the staff on the staff,and avoid the "asylum relationship" between the staff on the law enforcement post and the non-staff staff through the rotation mechanism.