【摘要】：隨著經(jīng)濟(jì)的高速發(fā)展，我國(guó)的火災(zāi)形勢(shì)日趨嚴(yán)峻，公安消防部隊(duì)作為消防力量的主體，，受警力編制的限制，消防警力不足己成為消防工作發(fā)展的瓶頸，如何實(shí)現(xiàn)消防警力不增加而改善消防工作是公安消防部隊(duì)迫切需要解決的問題。消防警官績(jī)效評(píng)估作為一項(xiàng)有效的管理工具，就成為消防行政機(jī)關(guān)當(dāng)前的課題。 本研究以郴州市消防支隊(duì)為研究個(gè)案，采用行為鎖定評(píng)分法，探討如何從工作分析入手，編制《職位說明書》、建立評(píng)估標(biāo)準(zhǔn)體系、確定考評(píng)方案、制定獎(jiǎng)罰辦法建立一套消防警官激勵(lì)與競(jìng)爭(zhēng)機(jī)制。 經(jīng)過對(duì)郴州市消防支隊(duì)大多數(shù)警官訪談及相關(guān)文獻(xiàn)整理，在此基礎(chǔ)上進(jìn)行了如下工作： 1、對(duì)現(xiàn)有工作崗位進(jìn)行工作分析，編制各崗位的《職位說明書》； 2、測(cè)評(píng)各職位能級(jí)系數(shù)； 3、建立從業(yè)務(wù)績(jī)效、素質(zhì)表現(xiàn)、領(lǐng)導(dǎo)評(píng)議、群眾測(cè)評(píng)四個(gè)維度對(duì)警官進(jìn)行績(jī)效考評(píng)的標(biāo)準(zhǔn)體系； 4、確定公平公正的考評(píng)方案； 5、制定相應(yīng)的獎(jiǎng)罰辦法。 研究發(fā)現(xiàn)通過績(jī)效評(píng)估的實(shí)施大大調(diào)動(dòng)了警官工作的積極性，提高了效率，改善了消防工作。
[Abstract]:With the rapid development of economy, the fire situation of our country is becoming more and more serious. As the main body of fire protection force, the shortage of fire police force has become the bottleneck of the development of fire protection work. How to improve fire protection work without increasing fire police force is an urgent problem for public security fire fighting troops. As an effective management tool, the performance evaluation of fire police officers has become the current subject of fire control administration. In this study, Chenzhou Fire Detachment is taken as a case study. By using behavior locking scoring method, this study discusses how to start with job analysis, compile the Job description, establish the evaluation standard system, and determine the evaluation scheme. Develop rewards and penalties to establish a set of fire officers incentive and competition mechanism. After interviews with most of the police officers of Chenzhou Fire Detachment and related documents, On this basis, the following work has been carried out: 1, the existing job analysis, the preparation of the post of the "position description"; 2, evaluate the level coefficient of each position, 3, establish from the business performance, quality performance, The standard system for the performance evaluation of police officers from the four dimensions of leadership evaluation and mass evaluation, 4, the determination of fair and just evaluation scheme; 5, formulate the corresponding reward and punishment method. The study found that the implementation of performance evaluation greatly aroused the enthusiasm of police officers, improved efficiency and improved fire work.
【學(xué)位授予單位】：國(guó)防科學(xué)技術(shù)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2005
【分類號(hào)】：D631.6

【引證文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前2條

1 李春鴻;天津市公安刑偵民警績(jī)效考核體系構(gòu)建及機(jī)制研究[D];中國(guó)政法大學(xué);2009年

2 徐娟;消防部隊(duì)績(jī)效考核體系創(chuàng)新研究[D];南昌大學(xué);2010年

本文編號(hào)：2243260