公安边防部队基层干部队伍稳定性建设分析——以偏远艰苦地区公安边防派出所为例

An Analysis of the Officers Stability of Grassroots Units of Public Security Border-control Forces——A Case Study of Police Stations in Remote Districts

加强偏远艰苦地区基层干部队伍稳定性建设,是新世纪公安边防部队赖以生存和发展的重要战略工程。当前,偏远艰苦地区基层干部队伍建设中客观存在编实员虚的缺位式、"人""令"分离的占位式、本土无望的空降式、年龄结构的分化式、人力分布的"极化"式等问题。加强偏远艰苦地区基层干部队伍稳定性建设有赖于从工作时限目标、资历结构目标、文化层次目标和成才动力目标等几个维度构建科学的目标模式。在此基础上,恰当处理相关关系,不断完善组织、政策、监督等方面的保障机制,确保目标模式的有序运行。

To strengthen officers stability in the border- control forces. Currently, the problems remote areas in the new century is regarding are as follows： the real crucial for the development of the positions for officers are vacuum; the separation of local lesion; officers are transferred from high levels ; age structure is unbalanced ; human distribu- tion is polarized. The officers stability in remote areas is to be done in terms of the years of working, working and educational experiences, age and the achievements. Based on this, the proper mechanism is to be set up and operate smoothly.