我国警察工资制度存在的问题及对策研究
发布时间：2019-06-10 18:45
【摘要】：公务员工资是每个人的主要生活来源，公安机关的警察也不例外，工资是警察的生活保障，与个人切身利益息息相关。我国自改革开放以来至今公务员工资待遇制度经过了四次改革，2006年《中华人民共和国公务员法》颁布实施，规定了公务员工资待遇及构成，公务员工资按劳分配制度，并有一定涨幅，2012年修改的《中华人民共和国人民警察法》规定了人民警察按照公务员工资执行，另享受警衔津贴及补贴。作为一名基层人民警察亲身体会现行警察工资待遇偏低，明显低于现在市场经济发展，并且分配制度不合理，现存的绩效考核不科学、不公平、不客观，导致警察没有工作的积极性降低，工作效率低下，工作态度低劣，由此引发警察以权谋私、吃拿卡要行为屡禁不止。改变警察工作现状，提高工作效率及道德标准，应改革警察的工资制度。提高警察的整体工资待遇，，建立工资与职务、级别、学历相结合，并与个人工作业绩相挂钩，实行多劳多得制度，贯彻按劳分配制度。规范的工资激励制度对警察人力资源配置和个人激励起到很重要的作用。建立激励机制是提高公安机关警察的工作效率和服务质量必经之路，公安机关的警察地绩效考核应由科学有效的制度绩效考核制度，考核工作应从实际出发，分析了现存公安机关警察的考核制度不合理、不公平及存在的问题，并针对存在的问题提出解决对策，对提出了立法建议，因公安机关警察的工作性质及工作量的独特，其工资制度应有别于其他公务员的工资发放制度，应建立激励政策，完善考核评估机制，本文建议应建立完善的公安绩效考核体系，合理设立考核指标，主观与客观相结合，突出个人重点考核原则，考核的工作量与工作性质相结合原则，并且应设置专门的部门统一对全部警察进行考核，建议将劳动法的相关原则引用到警察工资制度中来，公安机关警察的工资制度应通过立法进行规范。
[Abstract]:The salary of civil servants is the main source of livelihood for everyone, and the police in public security organs are no exception. Wages are the living security of the police, which is closely related to the vital interests of the individual. Since the reform and opening up, China's civil service wage system has undergone four reforms. In 2006, the Civil Service Law of the people's Republic of China was promulgated and implemented, which stipulates the salary treatment and composition of civil servants, and the system of distribution of civil servants' wages according to their work. There has also been a certain increase. The people's Police Law of the people's Republic of China, amended in 2012, stipulates that the people's police shall be carried out in accordance with the salaries of civil servants, and shall also enjoy police rank allowances and subsidies. As a grass-roots people's police officer, he personally understands that the current police pay is on the low side, which is obviously lower than that of the current market economy development, and the distribution system is unreasonable, and the existing performance appraisal is not scientific, unfair, and objective. As a result, the enthusiasm of the police not to work is reduced, the work efficiency is low, and the work attitude is inferior, which leads to the police's use of power for personal gain and the repeated prohibition of eating and taking cards. To change the present situation of police work and improve the efficiency and moral standards of the police, the wage system of the police should be reformed. We will improve the overall salary and treatment of the police, establish a combination of wages with posts, grades, and academic qualifications, and be linked to personal work performance, implement the system of more work and more, and implement the system of distribution according to work. The standardized wage incentive system plays a very important role in the allocation of police human resources and individual incentive. The establishment of incentive mechanism is the only way to improve the work efficiency and service quality of the police in public security organs. The performance evaluation of police sites in public security organs should be carried out by a scientific and effective system performance evaluation system, and the appraisal work should proceed from the reality. This paper analyzes on the unreasonable, unfair and existing problems of the police assessment system of the existing public security organs, puts forward some countermeasures for solving the existing problems, and puts forward some legislative suggestions, because of the unique nature of the work and workload of the police of the public security organs. The salary system should be different from that of other civil servants, and should establish incentive policy and perfect the evaluation mechanism. This paper suggests that a perfect public security performance appraisal system should be established, the evaluation index should be set up reasonably, and the subjective and objective should be combined. Highlight the principle of individual key assessment, combine the workload of assessment with the nature of work, and set up special departments to carry out unified assessment of all police officers. It is suggested that the relevant principles of labor law should be applied to the police wage system. The wage system of the police in public security organs should be standardized through legislation.
【学位授予单位】：中国社会科学院研究生院
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：D922.14
本文编号：2496656
[Abstract]:The salary of civil servants is the main source of livelihood for everyone, and the police in public security organs are no exception. Wages are the living security of the police, which is closely related to the vital interests of the individual. Since the reform and opening up, China's civil service wage system has undergone four reforms. In 2006, the Civil Service Law of the people's Republic of China was promulgated and implemented, which stipulates the salary treatment and composition of civil servants, and the system of distribution of civil servants' wages according to their work. There has also been a certain increase. The people's Police Law of the people's Republic of China, amended in 2012, stipulates that the people's police shall be carried out in accordance with the salaries of civil servants, and shall also enjoy police rank allowances and subsidies. As a grass-roots people's police officer, he personally understands that the current police pay is on the low side, which is obviously lower than that of the current market economy development, and the distribution system is unreasonable, and the existing performance appraisal is not scientific, unfair, and objective. As a result, the enthusiasm of the police not to work is reduced, the work efficiency is low, and the work attitude is inferior, which leads to the police's use of power for personal gain and the repeated prohibition of eating and taking cards. To change the present situation of police work and improve the efficiency and moral standards of the police, the wage system of the police should be reformed. We will improve the overall salary and treatment of the police, establish a combination of wages with posts, grades, and academic qualifications, and be linked to personal work performance, implement the system of more work and more, and implement the system of distribution according to work. The standardized wage incentive system plays a very important role in the allocation of police human resources and individual incentive. The establishment of incentive mechanism is the only way to improve the work efficiency and service quality of the police in public security organs. The performance evaluation of police sites in public security organs should be carried out by a scientific and effective system performance evaluation system, and the appraisal work should proceed from the reality. This paper analyzes on the unreasonable, unfair and existing problems of the police assessment system of the existing public security organs, puts forward some countermeasures for solving the existing problems, and puts forward some legislative suggestions, because of the unique nature of the work and workload of the police of the public security organs. The salary system should be different from that of other civil servants, and should establish incentive policy and perfect the evaluation mechanism. This paper suggests that a perfect public security performance appraisal system should be established, the evaluation index should be set up reasonably, and the subjective and objective should be combined. Highlight the principle of individual key assessment, combine the workload of assessment with the nature of work, and set up special departments to carry out unified assessment of all police officers. It is suggested that the relevant principles of labor law should be applied to the police wage system. The wage system of the police in public security organs should be standardized through legislation.
【学位授予单位】：中国社会科学院研究生院
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：D922.14
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