【摘要】：公務員工資是每個人的主要生活來源，公安機關(guān)的警察也不例外，工資是警察的生活保障，與個人切身利益息息相關(guān)。我國自改革開放以來至今公務員工資待遇制度經(jīng)過了四次改革，2006年《中華人民共和國公務員法》頒布實施，規(guī)定了公務員工資待遇及構(gòu)成，公務員工資按勞分配制度，并有一定漲幅，2012年修改的《中華人民共和國人民警察法》規(guī)定了人民警察按照公務員工資執(zhí)行，另享受警銜津貼及補貼。作為一名基層人民警察親身體會現(xiàn)行警察工資待遇偏低，明顯低于現(xiàn)在市場經(jīng)濟發(fā)展，并且分配制度不合理，現(xiàn)存的績效考核不科學、不公平、不客觀，導致警察沒有工作的積極性降低，工作效率低下，工作態(tài)度低劣，由此引發(fā)警察以權(quán)謀私、吃拿卡要行為屢禁不止。改變警察工作現(xiàn)狀，提高工作效率及道德標準，應改革警察的工資制度。提高警察的整體工資待遇，，建立工資與職務、級別、學歷相結(jié)合，并與個人工作業(yè)績相掛鉤，實行多勞多得制度，貫徹按勞分配制度。規(guī)范的工資激勵制度對警察人力資源配置和個人激勵起到很重要的作用。建立激勵機制是提高公安機關(guān)警察的工作效率和服務質(zhì)量必經(jīng)之路，公安機關(guān)的警察地績效考核應由科學有效的制度績效考核制度，考核工作應從實際出發(fā)，分析了現(xiàn)存公安機關(guān)警察的考核制度不合理、不公平及存在的問題，并針對存在的問題提出解決對策，對提出了立法建議，因公安機關(guān)警察的工作性質(zhì)及工作量的獨特，其工資制度應有別于其他公務員的工資發(fā)放制度，應建立激勵政策，完善考核評估機制，本文建議應建立完善的公安績效考核體系，合理設(shè)立考核指標，主觀與客觀相結(jié)合，突出個人重點考核原則，考核的工作量與工作性質(zhì)相結(jié)合原則，并且應設(shè)置專門的部門統(tǒng)一對全部警察進行考核，建議將勞動法的相關(guān)原則引用到警察工資制度中來，公安機關(guān)警察的工資制度應通過立法進行規(guī)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.
【學位授予單位】：中國社會科學院研究生院
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：D922.14

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