在当前我国社会主义不断更新发展的社会背景下，随着改革不断深入，中国社会结构和经济结构发生变化，执法环境随之改变，警力不足是所有变化中最为重要的问题之一。YC市同样不可幸免，警务力量有待强化。为缓和警力不足同日益严峻社会治安形势之间的矛盾，警务辅助人员成为必然存在，具有合理合法性。然而，随着警务辅助力量不断扩张，其特征决定有别于有编制的正式职业，更多的适用于企业管理绩效考核模式。

本研究阐述了我国警务辅助人员绩效考核的社会背景和研究意义，通过归纳汇总国内外学者和参与者对警务辅助人员绩效考核的研究结果，借鉴其先进经验及理论成果，在此实践结论基础上，主体研究YC市警务辅助人员，构建论文理论框架，探讨YC市的警务辅助人员绩效考核现状，以问卷调查的方式，对警务辅助人员群体及用人部门单位（以公安部门为主）绩效考核情况作出研讨，分析出YC市警务辅助人员的绩效考核存在的诸多问题，例如：岗位责任混乱、年龄学历差异大、素质参差不齐、工作效率不高、流动性强、培训不足、绩效考核流于形式、权利滥用等，进一步调研得出，工作繁杂、薪酬水平低、归属感不足、任务不明确、奖惩机制不到位、职权不匹配等，对YC市警务辅助人员绩效考核问题进行了有理有据的分析，找出目前YC市警务辅助人员绩效考核原因。

结合问卷调查分析结果，本文作者在实证数据支撑下，运用企业绩效考核体系中的关键考核指标、层次分析、360度反馈评价等方法，设计出YC市警务辅助人员在“德”“能”“勤”“绩”“廉”等五个方面考核共计22项关键指标，构建了YC市警务辅助人员绩效考核指标体系，并验证完善，为设计合理有效的YC市警务辅助人员绩效考核体系提供参考。

In the current social background of the continuous renewal and development of socialism in China, with the deepening of reform, China's social structure and economic structure change, law enforcement environment changes, the police force shortage is one of the most important issues in all changes. YC is also not immune, the police force needs to be strengthened. In order to ease the contradiction between the shortage of police force and the increasingly serious social security situation, the police auxiliary personnel become inevitable. YC City in the face of the same pressure, government departments and public security departments jointly set up a professional police auxiliary team, its existence has reasonable legitimacy. However, with the continuous expansion of police auxiliary forces, its management, especially performance appraisal problems are becoming more and more prominent, but this force assessment is different from the formal occupation of the establishment. The characteristics of police auxiliary personnel determine that they are more applicable to the enterprise management performance appraisal model.

This study expounds the research environment and purpose involved in the performance appraisal of police auxiliary personnel in China, combined with the relevant literature research and theoretical basis of the performance appraisal of police auxiliary personnel, summarizes the performance appraisal The social background and research significance of performance appraisal, by summarizing the results of the performance appraisal of police auxiliary personnel by domestic and foreign scholars and participants, draw on their advanced experience and theoretical achievements of performance appraisal at home and abroad. To the public security department mainly) performance appraisal to make a discussion, analysis of YC City police auxiliary personnel performance appraisal of many problems, such as: job responsibility confusion, age and education differences, uneven quality, work efficiency is not high, strong mobility, insufficient training, performance appraisal flow in form, abuse of rights, and so on, further research, work is complicated, low pay level, lack of sense of belonging, the task is not clear, reward and punishment mechanism is not in place, the authority mismatch, etc. The performance appraisal of YC city police auxiliary personnel is analyzed with reason, and the reasons for the performance appraisal of police auxiliary personnel in YC city are found.

Combined with the results of the questionnaire survey, the author, supported by empirical data, used the key appraisal indicators, level analysis, 360-degree feedback evaluation and other methods in the enterprise performance appraisal system, designed YC City police auxiliary personnel in the "do" "can" "work" "performance" "low" and other five aspects of assessment a total of 22 key indicators, built YC City police performance appraisal index system, and proved and perfected for the design of effective YC City.