3 auxiliary police work reports

Auxiliary police officers are those who are funded by the government and recruited by the public security organs through written examinations, interviews, political examinations, and physical examinations and establish labor relations with them. They engage in police auxiliary work under the command and supervision of the public security organs and their people's police. The people who work. This article is a work report of the auxiliary police that I compiled for everyone, for reference only.

Auxiliary police work report Part 1:

The auxiliary police is a social professional police auxiliary force established with government funding and directly managed and used by the public security organs. Our county's auxiliary police force originated from the joint public security organization in the 1980s and 1990s. In recent years, with the rapid development of the economy and society, in the face of the increasingly severe public security situation and the serious shortage of police forces, the county's public security organs have actively built new police auxiliary forces, and the development of the auxiliary police team has gradually shown a good pattern of professionalism and formalization. situation.

1. Current status of the auxiliary police in our county

With the county party committee and government attaching great importance to the construction of the auxiliary police team in our county, mechanisms such as funding guarantee and education management have been continuously improved, and the team The scale is growing year by year, and currently the county’s public security auxiliary police team has grown to 378 people. At the same time, education management has become increasingly standardized, and various tasks have made great progress. The main manifestations are:

First, responsibilities are gradually clarified. In order to ensure that auxiliary police personnel can better perform their duties and better play their role in assisting public security management, our county has specially issued regulations on the management of auxiliary police teams, which further restricts auxiliary police officers from engaging in technical support in non-law enforcement and non-confidential positions. , auxiliary management and other work scopes, clarifying job responsibilities. At present, the auxiliary police are mainly engaged in security patrols, traffic order maintenance, 110 police response, security monitoring and surveillance, as well as typing, driving, and issuing certificates.

Second, funding is gradually guaranteed. At present, the auxiliary police personnel in our county determine salary standards according to the technical requirements and workload of the position, and apply for social insurance in accordance with national regulations to ensure that they receive help and compensation in the event of retirement, illness, work-related injury, childbirth, unemployment, etc. At the same time, the working hours system and vacation system prescribed by the state are implemented. In recent years, with the attention and concern of the county party committee and county government, the funding standards for public security auxiliary police have been increasing year by year. Third, management is gradually becoming more orderly. In line with the principles of "approval first, use later" and "whoever uses, who manages, who is responsible", we have further clarified the management requirements for auxiliary police in each unit. At the same time, we have introduced measures to treat auxiliary police well, such as regular physical examinations and condolences for injuries and illnesses, and strive to better care for auxiliary police officers politically, at work, and in life, enhance their sense of professional honor and belonging, and create a job that retains people. environment.

2. The main problems existing in the current auxiliary police team

First, the entry control is not strict, and the overall quality of the team is not high. Some of them are introduced by acquaintances, and some are strictly screened. At the same time, their cultural level, moral cultivation, legal awareness and social experience are different, which directly affects the uneven quality of the overall team. Most auxiliary police officers are indeed very good in all aspects of their work, but some auxiliary police officers have a wrong mentality and wrong starting point. These people have low ideological quality, weak discipline, looseness, poor work attitude, and even some They have a privileged mentality and are unwilling to do mass work. They think that by wearing standard uniforms, they can show off their authority in front of the people. They regard themselves as managers. They do not pay attention to their tone of speech, behave rudely, and have a rude attitude towards the masses. They do not pay attention to their appearance and posture when on duty. The image is not good and arouses resentment among the masses. There are even a very few auxiliary police officers who join the auxiliary police force for more than a simple purpose. They believe that joining the auxiliary police force means they will be connected with the public security organs and enjoy the "power" in public security law enforcement work. They can manage people, receive requests, and reap benefits. , using working in the public security agency as a guise, eating, drinking, taking, and asking for small favors and small profits, causing a negative impact on society.

Second, the turnover rate of key age auxiliary police officers is high and the team is unstable. This is the most prominent problem currently existing in the auxiliary police force, and it is also a problem that has long plagued the construction and management of the auxiliary police force.

Among the 378 auxiliary police officers in the county, there are 74 young auxiliary police officers under the age of 30, accounting for about 19.6%. Most of them are unemployed young people and fresh graduates who cannot find jobs for various reasons. They regard auxiliary police officers as a kind of In transitional jobs, once you have accumulated a certain amount of work experience and enriched social relationships, you should resign and find another job. The work of the auxiliary police is only a temporary measure, and the degree of reliance and recognition of the position of the auxiliary police is not high, resulting in frequent entry and exit and an unstable team.

Third, the auxiliary police members are psychologically unbalanced due to low economic remuneration. Due to low wages, high labor intensity, and high occupational risks, many auxiliary police officers believe that the obligations they fulfill and the treatment they enjoy are unequal, causing psychological imbalance, causing slack, which affects their work, leading to problems such as weak execution ability. Some Simply leave, which is also an important reason for the instability of the team.

Fourth, it is difficult for the veteran players to increase their enthusiasm and just muddle along. At present, part of the auxiliary police force is laid-off personnel from enterprises. Most of these people are over 40 years old, and some are even over 50 years old. Because of their age and poor health, they feel that there is no other room for advancement, so they are not very motivated to work, and there is "confusion". With the mentality of "living and waiting for retirement", daily work is passively dealt with, some people even fail to work hard, and many work tasks are not implemented, which not only affects other auxiliary police officers, but also brings certain difficulties to team management.

3. Ideas for the construction and management of the auxiliary police team in the future

At present, there are 378 urban and rural auxiliary police in our county, which is far from the full-time security requirements required by the Provincial Comprehensive Management Office and the Provincial Public Security Department. There is still a long way to go before the ratio of auxiliary forces to the total population reaches the standard of 15/10,000. To this end, we plan to achieve this task through the following efforts.

First, increase the intensity of employment in accordance with the law. We will further standardize the auxiliary police employment system and labor management, strictly urge employers to sign, cancel, and terminate auxiliary police labor contracts in accordance with the law, determine the auxiliary police salary structure in accordance with the law, pay various insurances and provident funds for auxiliary police in accordance with the law, and handle auxiliary police matters in accordance with the law. Work-related injury insurance, the use of workers is more in line with the relevant provisions of the Labor Law. At the same time, we strictly control the "entry check" to ensure the overall quality of the team.

The second is to increase funding guarantees. It is recommended that the county and township level finances further increase the guarantee of auxiliary police funds and strive to make our county's auxiliary police funds reach Bengbu City's funding standards this year. At the same time, through hard work, the disposable income of the auxiliary police will reach the average disposable income level of urban residents in the county from next year, so as to further mobilize the enthusiasm of the auxiliary police and maintain the stability of the team.

The third is to increase kindness to auxiliary police officers. Further implement various measures to treat auxiliary police well, vigorously cultivate and select advanced models at all levels, increase commendation and rewards for advanced ones, stimulate the enthusiasm of the team to strive for excellence, and enhance their sense of honor and belonging; take the initiative to report to the township party committees Recommend outstanding auxiliary police party members to serve as cadres of grassroots party organizations and serve in villages (residents), etc., to provide a platform for the development of outstanding auxiliary police officers, thereby motivating the team.

The fourth is to increase the intensity of strict management of the team. Further standardize the education and management of the auxiliary police force. Establish and improve auxiliary police education and training and early warning mechanisms for symptomatic problems, and promptly organize self-examination, self-correction and educational warnings for problems exposed in the team to ensure that symptomatic problems are rectified in a timely manner and prevent violations of laws and disciplines. For those who do have problems, we will resolutely remove them, strictly hold them accountable, and maintain the overall image of the team.

Part 2 of the Auxiliary Police’s Work Report:

In recent years, with the acceleration of urbanization, community policing strategies have also been continuously promoted. Joint public security defense has become a combination of civil defense, physical defense, It is the main component of the community prevention mechanism and prevention and control network that combines technology and prevention. Insufficient police force has led to inadequate management, which has become increasingly prominent.

Temporary personnel such as police assistants and staff recruited by each unit of our branch serve as an important auxiliary force in assisting in stability maintenance and emergency response, social patrol prevention and control, traffic safety management, computer applications, etc. A lot of work has been done and an important role has been played. Since the establishment of the first joint defense team organization in our district in 2007, the leaders of our branch have attached great importance to the management and use of auxiliary police personnel.

Through work research, the recruitment procedures, personnel management, wages and benefits and other aspects of employment have been further standardized. Most of the employed personnel have implemented labor dispatch. The thinking of the personnel is basically stable, and the management has basically embarked on a standardized path. Now I would like to share my experience on the basic employment situation, main management practices, existing problems in hiring personnel management, and future suggestions for the auxiliary police force of our branch:

1. The current basic situation of temporary employment in the brigade

First, job distribution. Our branch currently has the name of the auxiliary police force, including the command center video officer, 40 special security brigade, traffic police brigade, Wenguang Police Station joint defense team, Heping Police Station joint defense team, 80 Gurao joint defense team, and Gurao video There are 11 people in the center, the name of the Guiyu Joint Defense Team, as well as the names of computer application and clerical personnel recruited by each unit. The personnel are mainly distributed in front-line positions such as video surveillance, stability maintenance and emergency response, traffic duty, internal computer application, clerical and other front-line positions.

The second is the current work situation. At this stage, under the background that the number of police officers is small and difficult to recruit, the hired personnel play an irreplaceable and positive role in the work. Under the leadership of the police, they are responsible for video surveillance duty rooms, front-line stability maintenance and emergency management, traffic coordination, internal computer applications, clerical and other positions. It has become an irreplaceable main force in the work.

The third is salary level. The video operators, traffic coordinators, and special security team members employed by our branch have all purchased social security, medical insurance, personal accident insurance, etc. (they have not yet purchased housing provident funds). The temporary computer application and clerical staff employed by the unit only have wages and no other benefits. The average monthly salary of the auxiliary police is about 2,000 yuan. The average monthly salary of the staff is divided into three levels. The first group is the special protection team, the average monthly salary is about 3,000 yuan (including three insurances), and the second group is the traffic association team. The average monthly salary for administrators and videographers is around 1,500-2,000 yuan (including three insurances). The third group is computer application and clerical staff hired by the unit on a temporary basis, with an average monthly salary of around 1,000-1,500 yuan (without purchasing three insurances)

The fourth is the source of wages. The salary source of personnel employed by each unit consists of three parts. First, the salary source of special security team members, video operators, and traffic police officers is provided by special funds allocated by the government finance. Second, the salary of joint defense team members is funded by the local public security joint defense foundation. There is basically no problem in guaranteeing the wages of the currently employed personnel. Third, the wages of computer application and clerical personnel hired temporarily by each unit are expended in the daily expenses of the unit.

The fifth is educational level. Most of the temporary staff have an education level of junior high school or above. The local joint defense team members have a lower education level, basically junior high school education. All temporary staff in the branch have a high school education or above, of which 55 have a college degree or above, and 100 have a high school education or above.

Sixth is the age structure. Most of the temporary staff are between 20 and 40 years old, about 70% are 20-30 years old, nearly 25% are 30-35 years old, and nearly 5% are over 35 years old.

Seventh is work characteristics. Since most of the work performed by temporary staff is auxiliary work for front-line management, many positions are still key positions, and the work is long-lasting, intensive, and dangerous. Road service assistant police officers work more than 8 hours a day, doing repetitive work and dealing with various groups of people for a long time; staff often work overtime, and the average number of overtime employees per month is more than 3 days.

2. Main practices for temporary employment management

First, formulate regulations and implement strict management. All temporary employees in the branch have implemented labor dispatch. The branch has signed an employment agreement with the Human Resources and Social Security Bureau of the People's Republic of China. The local public security joint defense foundation has signed an employment agreement with the **security company, and all temporary employees have signed labor contracts.

Each employing unit has established a special temporary personnel management leading group, which is mainly composed of civilian police, and has identified two management professionals in each unit to be responsible for the management of staff and assisting police officers. We have formulated management outline documents such as the "Recruitment Personnel Management System" to standardize all aspects of temporary personnel management such as the recruitment and dismissal of temporary employees, the signing of contracts with labor dispatch companies, the signing of employment agreements with employees, wage standards, and daily management of personnel. link.

The "Ten Major Job Responsibilities", "Five Prohibitions" and "Five Work Disciplines" were also formulated. Furthermore, it stipulates that those who do not obey leadership, do not obey orders, do not act in accordance with work procedures and systems, seriously affect work, and cause adverse effects will be dismissed; those who comply with laws and regulations, are active in work, have outstanding achievements, and are proficient in business , those with strong work ability will be given priority for renewal and given spiritual and material rewards, which to a great extent stimulates work enthusiasm and improves team cohesion and sense of belonging.

The second is to focus on training and take a long-term view. Most of the temporary personnel are engaged in non-law enforcement auxiliary positions. Many positions are highly professional and technical, and the education and training of personnel is particularly important. The branch adopts various forms to do a good job in educating and training the temporary personnel team, effectively grasping everyone's ideological trends, and improving the overall quality of the temporary personnel team. Before each employee of the employing unit takes up the post, all temporary employees are organized to carry out pre-job training, political and ideological education, and anti-corruption warning education activities, which effectively improves the ideological quality and professional skills of the employees.

The third is to apply according to talents and receive preferential treatment. In terms of temporary employment, we strive to apply talents according to their talents, maximize their working ability, and implement special treatment for professional and technical personnel who hold important positions to ensure that talents can be retained and work happily. On the one hand, we treat temporary employees as members of the big family, treat them as equally as possible in terms of labor remuneration, holiday condolences and other benefits, and find ways to further increase their salary levels, improve their food and accommodation conditions, and stabilize the entire workforce. On the other hand, we should try our best to integrate the hired police assistance personnel into the team so that they have a sense of belonging. Incorporate party members among the recruited personnel into the life of the police branch, and help progressive young people actively move closer to the party organization. By helping them learn, we can further correct their value orientation and establish a correct outlook on life and world.

3. There are major problems with temporary employment

First, the wages are low and the psychological gap is large. Temporary workers generally receive low wages. The actual amount received by most workers after deducting insurance is around 2,000 yuan, and no "housing provident fund" is purchased for them. This kind of wage level only remains at the minimum wage level in our city. The meager salary income is barely enough to solve personal food and clothing problems. Factors such as supporting parents, getting married and starting a family, buying a house, and enrolling children in school will undoubtedly increase the worries of temporary employees. Because temporary employees usually work under high pressure, work long hours, and their work is not easy, and such salary and political treatment are in great contrast with their actual efforts, there is a gap in the thinking of these employees.

The second is the disconnect between management and employment, and the lack of a sense of belonging. Because "there is no hope of salary and no hope of work", it is difficult to mobilize enthusiasm. Some temporary employees "eat from the bowl and watch from the pot" and think about contacting jobs outside all day long, while others prepare for various re-employment exams and find it difficult to work with peace of mind.

Third, the employment mechanism is imperfect and it is difficult to retain talents. In accordance with relevant requirements, our branch temporarily implemented all labor dispatch. Since the operation of labor dispatch, we have found that this system has some flaws, which are mainly reflected in: On the one hand, the connection is not close. Since in the original close labor-employer relationship, the employer and the employee had a binary relationship, after the implementation of labor dispatch, the relationship became a ternary relationship. There is a "triangular debt" between the labor hiring unit, the actual employer and the individual employer. The management, service, training, assessment and other aspects of labor dispatch companies' management, services, training, and assessment of temporary personnel are all "duckweed on the water" and are useless. On the other hand, the Labor Law cannot be truly implemented. my country's "Labor Law" stipulates: "Wage distribution should follow the principle of distribution according to work, and implement equal pay for equal work." However, since there is no specific penalty mechanism for employers to implement unequal pay for equal work, the cost of violating the law for employers is too low, and labor dispatch has almost become a way for employers to avoid It is synonymous with problems such as low cost, harming the interests of employees, evading supervision, and unequal pay for equal work. Labor dispatch not only fails to mobilize the enthusiasm of low-wage employees, but also deprives temporary employees of their basic identity, harming social equity.

4. Suggestions on temporary employment

First, strictly control entry and exit points and control the number of personnel.

On the one hand, the recruitment of temporary personnel should implement unified recruitment conditions, strict recruitment procedures, clear recruitment scope, and open recruitment, with relatively high political quality and cultural quality, good physical condition, strong sense of responsibility, and love for public security and traffic management. Outstanding young people working are enriched into the temporary recruitment team. On the other hand, it is necessary to strictly control the number and positions of hired personnel in light of local realities, refer to civil servant recruitment management procedures, and follow the principle of “controlling the number of people and reducing them year by year.”

The second is to implement funding guarantee and quantitative work assessment. On the one hand, the government should formulate a unified funding guarantee mechanism for temporary employment in agencies, public institutions, state-owned enterprises and other units, and provide guidance on the basic salary reference standards, welfare benefits reference standards, and growth mechanisms for employees in various industries, so as to minimize their conflicts with To eliminate the disparity in treatment in other sectors of society, we must improve the welfare and labor insurance systems so that they can work with peace of mind. On the other hand, all public security employment units should implement quantitative performance appraisals based on the nature of different positions. For example, they should evaluate auxiliary police personnel with reference to the civilian police performance appraisal, and make full use of material incentives to mobilize the enthusiasm of temporary personnel to maximize their work potential. , to better play their role in management work.

The third is to establish an incentive mechanism to safeguard legitimate rights and interests. Within our government agencies, temporary employees belong to a vulnerable group, and their economic and political treatment cannot be compared with that of regular civil servants or employees. However, many of them have good political literacy and high professional and technical levels, and are indispensable talents for their units. As a government agency, it should modelly abide by national laws and regulations, actively take various measures to protect their legitimate rights and interests, and try its best to retain these talents.

The fourth is to innovate management mechanisms and build a harmonious employment environment. In accordance with the "Opinions on the Trial Implementation of the Civilian Personnel System in Urban Public Security Agencies" issued by the Ministry of Public Security in 2009, our branch has carried out a series of reforms and innovations in the auxiliary police management and employment system, accumulated a lot of good experience and practices, and fundamentally solved the problem. The measures taken to address the shortage of police personnel in public security agencies have been recognized by the government and employees. In the future, our branch will continue to summarize the temporary employment management experience, do a good job in temporary employment management, actively explore new methods and measures, ensure the stability of the entire team, ensure better completion of the tasks assigned to us by superiors, and ensure better services Local economic and social development, benefiting the people.

Auxiliary police work report Part 3:

xxx? Male? Han nationality? Born on x month x, xx year? Lives in Heping Village, Wulongbei Town, Zhen'an District, Dandong. My dream since childhood was to be a people's policeman. Finally, in August this year, which is about to be harvested, I gloriously joined the glorious team of the police as a qualified auxiliary police officer in the special patrol brigade. Calculate carefully that I have been working at my job for almost 4 months. Under the correct guidance and care of the brigade leaders, combined with the specific actual conditions of the brigade and their own work, careful analysis, thinking and judgment, solid and diligent work, achieved relatively good results in all aspects, and successfully completed various tasks assigned by the leaders. I will now report my thoughts and work since I joined the work as follows. Please ask the leaders to criticize and correct me.

Regarding the "moral" aspect, I insist on arming myself with the Scientific Outlook on Development and seriously study political theory and public security business. Knowledge? Strive to improve your ideological awareness and political theory. Resolutely implement the party's basic line and various principles and policies, stand firm, and distinguish right from wrong. Always keep in mind the purpose of serving the people wholeheartedly and resolutely "enforce the law in a civilized manner" and "enforce the law for the people." We must strictly demand ourselves with the professional ethics of the people's police and the core values ??of the people's police in the new era. Always adhere to the principle of "people should be mentally and physically clean, speak in a gentle manner, and act fairly". Listen carefully to the justifications of the people on both sides of the incident and the appeals of the people in need.

On the other hand, I always insist on respecting the leadership, uniting comrades, respecting the family, and respecting the police. I listen to my parents at home. I listen to the leadership at work. I often carry out criticism and self-criticism activities at work. I respect myself and my colleagues in work and life. , Emotional fluctuations in thoughts? Achieve timely discovery, timely control, timely coordination, timely encouragement? Strengthen professional ethics development education, eliminate psychological barriers, and always maintain a positive attitude when working. Regarding "ability", at work, I am engaged in the work of cooperating with the police to handle 110 calls and maintain social security. Adhere to business learning in all aspects, focus on improving oneself in all aspects, and make work analytical, planned, step-by-step, and reasonably organized and implemented. In the work of coordinating with police comrades to receive police and handle various incidents, different and flexible methods are adopted to control and serve according to different incidents and service objects. According to different natures and causes of incidents, multi-faceted and comprehensive measures are adopted. Listen carefully to the reasons for the incident from both parties and determine the accurate mediation method and handling method. Adopt scientific and flexible work measures and arrange your own work scientifically and rationally. I have greatly improved my business ability, coordination ability, research and judgment ability and ability to serve the masses. Regarding "diligence" at work, although I am only an auxiliary police officer who cooperates with the police in handling cases, under the guidance and care of the brigade leaders, I always play a role model and take the lead, dress appropriately and obey orders. If you are an auxiliary police officer in a brigade, you must do your job well. But she is a cleaner? In the break room, she can take the initiative to clean, organize things, keep the room clean, and keep colleagues and police officers in a good mood at work.

Or a patrol car maintenance worker? The first thing you do after taking over is to clean the car with a broom? Clean the car body with your colleagues? Check the quality of the facilities in the car. No matter it’s windy or rainy, I’m never late or leave early. Is your personal work attitude correct? Your professionalism is sincere. Regarding "performance" speaking of performance? Compared with the comrades of the police who have worked for more than ten or decades, it is really negligible for me, an auxiliary police officer who has only worked for less than 4 months. But in my heart, it is because of this small achievement that I have become more determined to become a police officer. As an auxiliary police officer, our work is ordinary. But in ordinary positions, I always adhere to a highly responsible attitude and a hard-working work style. I regard the difficulties of the masses as my own difficulties and put myself in the shoes of the people. Whether it is the 110 police handling work for people's disputes, asking for help, fights, thefts, etc., or the work of guarding checkpoints for a safe and smooth meeting, I try my best to do my best. Through my hard work, I have been fully recognized by my leaders and colleagues, and I have also won the trust of the people. It is this trust that constantly spurs me to continue to carry forward the work style of hard work and hard work in my future work, and to study hard in business. Knowledge? Strive to make greater breakthroughs and innovations in General Gu's performance to better serve the people. Regarding "thinking", I always take communism as the banner, establish a correct world outlook, outlook on life and values ??to guide my study, work and life practice. Politically, ideologically, class liberalism and other decadent ideas erosion. Promote yourself to become a people's auxiliary policeman with good style. Through this period of work and study, although I have achieved certain results and been recognized by leaders and comrades, I also realized that I have many shortcomings. First of all, because the work practice is not long, the practical experience is insufficient.

The application of theory in business is not very mature yet? Need to further learn business theoretical knowledge? And seriously seek advice from every policeman? Learn the valuable experience of colleagues to adapt to the needs of the work. Secondly, in the process of police dispatch and case handling, some legal knowledge is not very mature yet and it is necessary to further strengthen the study of legal knowledge.

In the future work and study, I will focus on these shortcomings of my own, strengthen my study, learn from the old comrades humbly, use the practical experience of the old comrades in handling incidents, and continuously improve my professional level. I will serve the people. Deeply implement the awareness of the purpose into actual work, effectively improve work efficiency, and truly become a people's auxiliary police officer who facilitates, benefits the people, and ensures that the people live and work in peace and contentment.