Contract fireman

In the current social situation and the lack of fire police force, contract firefighters came into being. After several years of "gradual" development, this team has become stronger and more stable. At the same time, due to the particularity of the profession itself, how to face the problems of team management, wages, social security, work incentives and so on, and take corresponding solutions, is worth thinking about by every firefighter. With China's economic development and social progress, the task of fire safety is becoming increasingly heavy, and the prominent contradiction of insufficient fire police force has become an important factor restricting the development of fire control work. Following the construction and development idea of "focusing on active service, multiple forces, multiple strategies and comprehensive management", at present, all states, cities and counties in the province recruit contract firefighters accordingly to enrich the firefighting force. How to make this team with dual identities, not only combatants, but also "contract workers"; Being both a soldier and a "contract soldier"; It is necessary to implement both "full militarization" management and "quasi-militarization" management of contract fire brigade in order to play a role quickly and form combat effectiveness. Combined with the actual work, the author talks about some immature views for your reference. 1. There are * * * problems in the current contract fire brigade. 1. The purpose of the contract fire brigade is incorrect. Contract fire brigade is an important part of the fire protection system, a fighting team responsible for fire safety and security, and the patron saint of maintaining social stability and ensuring people's living and working in peace. Candidates are required to have high political and ideological quality and noble moral quality, love the fire-fighting cause and pursue it in their own lives. Judging from the purpose and motivation of contract firefighters who apply to join the team at present, some have come to the fire brigade to change jobs, some have come to the fire brigade to work, some have come to the fire brigade to exercise, and some have joined out of curiosity. Before applying, they didn't understand the purpose, nature, task and management requirements of the fire brigade at all. After the application, it was found that the fire brigade was far from the pursuit of individuals and was unwilling to accept militarized management, which led to the high mobility of its members. 2. The personal quality and cultural quality of contract firefighters are not high. At present, the education level of contract firefighters is mainly junior high school and senior high school. It is not easy to train these firefighters into qualified firefighters, not only to master the knowledge of fire fighting business, but also to skillfully operate all kinds of fire fighting equipment and quickly put them into fire fighting and rescue. The ideological quality is not high. Firefighters, as a public welfare undertaking, are the patron saint of social and people's fire safety. They should be kind to the society, treat the people well, regard the people as their parents, think what the people think, and be anxious about the people's urgency. They can pursue fire fighting as their own career, so that they can take the initiative to work. However, judging from the current ideological situation of contract firefighters, it still can't reach such a level and height. Physical fitness is not strong. As a frontline firefighter, you must have good physical fitness in order to engage in such high-intensity and long-term work. At the same time, the fire fighting and rescue operation itself is scientific and requires a high level of business, which is not something that ordinary people can do with a set of fire fighting clothes. Contract firefighters directly recruited from the society must undergo long-term professional and physical training to be truly competent for fire fighting and rescue operations. The training time may be as long as half a year or as long as one year. Some people may never learn or succeed. At present, the newly established contract full-time fire brigade relies on the backbone of the public security fire brigade to run. It remains to be seen when such a team can fight independently. 3. The team of contract firefighters is unstable, difficult to manage, and their mental outlook is not exciting. After contract firefighters entered the fire brigade from the society, due to their lack of enthusiasm for fire fighting, their enthusiasm for work and training gradually declined after the mystery of fire fighting disappeared over time, especially some firefighters from local towns, who were dissatisfied with their monthly salary and were not optimistic about their long-term future, and their work training became inactive. And it has affected a group of people in the whole team. Even only a few people in a team are practical and capable, and more than half of them are naughty. The whole team spirit is not exciting, and all the work is difficult to carry out. The consciousness of obeying rules and discipline is not strong. At present, the contract fire brigade is managed by the public security fire brigade according to its requirements. Theoretically speaking, the implementation of paramilitary management is helpful to the study and improvement of business theory, the management of the team and the development of fire fighting and rescue business. In fact, contract firefighters don't consider themselves as soldiers after they enter the fire brigade from society (in fact, they don't). Dissatisfied with militarized management, they regard the rules and regulations of the army as excessive demands on individuals, especially in restricting their freedom to go out and rest on holidays, and individuals even oppose managers, which has a very bad influence on normal team management. 4. The phenomenon of voluntary resignation is quite common. As contract firefighters, they are engaged in the same emergency rescue and fire fighting duties as active firefighters. As an active fire fighter, he has benefits during the Chinese New Year holidays, honors to fight for at ordinary times, and opportunities to join the Party for assessment. When contract firefighters compare themselves with them, they will inevitably have an unbalanced psychology: why do we do the same work in the same environment and get different returns? In the face of the reality of work, I naturally have a different feeling in my heart. Gradually, I may be "a monk for one day and a bell for one day". Without motivation, the contradiction of different pay for equal work is prominent. At the same time, contract firefighters and employers rely on employment contracts to restrict each other. Just like recruiting workers in general enterprises, as long as the treatment given by the unit is recognized by the workers and the working environment is satisfactory, the workers will continue to work for a long time, otherwise they will jump ship at any time and find another job. This kind of thing is very common in enterprises, and contract firefighters are no exception. Once the contract firefighters are recruited, they will automatically leave. Second, the root of many problems of contract fire brigade is 1, and the mechanism and system are not perfect. The main reason is that the recruitment, use, management, incentive, reward and punishment and guarantee system and long-term mechanism of contract team have not been established, which leads to uneven quality, fluctuating thoughts and different work attitudes of contract team members, which makes the management of contract team difficult, affects the ideological stability and work enthusiasm of contract team members and easily leads to the loss of contract team members; 2. Management education is single. The contract team has not been established for a long time and has not formed a relatively stable management education system. Most contract teams still follow the management style of active troops. The growth and development of contract team is underestimated by active cadres, and the management education method can not fully adapt to the contract team, which is the main reason why the overall quality of contract team members can not be improved in an all-round way. In ideological education, cadres can't treat contract players and active servicemen equally, despise their role, and can't give correct guidance in time when there are problems in the thoughts of contract players, which is easy to dampen the enthusiasm of players. 3. The thought of contract firefighters fluctuates greatly, which is not suitable for army life. Some players don't have a clear ideological orientation before entering the full-time team. I don't know much about the life of the fire brigade and the army. I didn't know it was militarized management until I entered the army, so it was difficult to adapt to the life of the army for a while. Life in the army is a collective life. Everyone lives together, and there are many contacts between the team members, which requires contract firefighters to have a collective concept, a sense of cooperation and the ability to live in harmony. Young people nowadays are generally only children. They have never suffered from hardships since childhood, and they have not received too many constraints. They don't adapt to independent living, and the army requires higher independent living ability, so they must learn to take care of themselves. People of this age are generally the only children in the family, and their daily life is generally contracted by their parents, so their ability to live independently is weak. In addition, due to the tight and orderly life order of the fire brigade and the constraints of militarized management, getting up, eating and sleeping every day are arranged in a compact and orderly manner. After all, the contract team members are all recruited locally. Before joining the team, some were fresh graduates and some were unemployed young people. They have certain social experience and are relatively relaxed about their previous living environment. They are not too constrained, they have to adapt to the rules and regulations of the army for a long time, and some of them are veterans. Although the rules and regulations of the army are stronger than those that have never been in the army, after all, after coming out of the army, they have been in contact with society for a long time and have rich social experience and experience. Once you accept the strict militarized management of the army again, you will inevitably feel lost, which will lead to the instability of the contract team. 4. The welfare benefits are relatively low and the expectation of welfare benefits is high. At present, the recruitment of contract firefighters in various places is carried out locally. Due to the influence of local environment and interpersonal relationship, the recruitment standards and requirements will be relaxed to some extent. There are many "players" at home, and most of them have social experience. On the one hand, it has a certain sense of freshness and mystery to the army, and wants to change the working environment by applying for contract firefighters. On the other hand, I regard the army as a springboard, and I want to learn one or two skills after applying for contract firefighters, so that I can choose a job again in the future. Even comparing this treatment with the treatment they have come into contact with in society, I feel that it is still guaranteed and I am employed with a curious attitude. Therefore, once they are integrated into the army, they find that they actually get less than they thought when they applied for the job, which is more different from the welfare benefits of active personnel. They will feel lost in their hearts, coupled with the lack of security mechanisms and the imperfection of the medical security system. Because fire fighting is a high-risk occupation, it is not only easy to cause accidents in fire fighting and rescue, but also worried about safety accidents in some social assistance and out-of-town training, even on the premise of safety protection. For example, contract firefighters suffered casualties while participating in fire fighting and social assistance. At present, the country has not made specific compensation measures, so the current contract firefighters generally have a shrinking mentality in participating in fire fighting and social assistance, which affects the stability of full-time teams. 5. The awareness of duty preparation is not strong. The tasks of contract firefighters are basically the same as those of grass-roots firefighters. Many players are newcomers to the army, but they are not familiar with the various management systems of the army. When it comes to fire fighting or training, there will be many shortcomings. First, the sense of 24-hour combat readiness is not strong. Some players are used to working in the unit for 8 hours before coming to the army, thinking that they can go home in 8 hours, and there is no sense of 24-hour combat readiness at all. Second, the training enthusiasm is not high, and the results have nothing to do with them. They can't win honors, train drivers, join the party or reform non-commissioned officers like active servicemen. They always think about their own interests every day, which leads to the low enthusiasm of the players in training, and even the phenomenon of "practicing and watching" and "going through the motions" without hard work. Third, the fire scene experience is insufficient. Firefighters should not only have good physical quality, but also have rich theoretical knowledge and strong psychological endurance. Under the condition of fire extinguishing, the stimulation of various dangerous factors will cause a series of adverse reactions such as psychological tension, fear and impatience. In addition, many players are experiencing the fire fighting scene for the first time, and it is inevitable that they are at a loss. Helpless in the face of difficulties, unresponsive, unable to make correct judgments and choices, panicked in the face of danger, unable to control their own thinking and actions. Third, how to solve the problems of contract firefighters 1 team, strengthen ideological education, and improve the sense of dedication. First of all, we should improve the ideological understanding and strengthen ideological education of contract firefighters, ask them to truly realize the particularity of the profession of "contract firefighters", guide them to establish correct professional quality and professional ethics, and really bring them into our army. In this regard, we can start from the following aspects: First, in the process of daily management education, we should strengthen their sense of purpose and professional ethics education. Carry out more heart-to-heart activities, carry out law enforcement education for the people and revolutionary outlook on life in combination with the army, guide them to establish a correct world outlook, outlook on life and socialist concept of honor and disgrace with people and things around them, and make them firmly establish the belief of serving the people wholeheartedly; Second, it is necessary to analyze all kinds of thoughts among the players, grasp what the players need and do in time, face up to and solve the problems existing in the players' thoughts, establish a sense of democracy, strengthen communication between the players and cadres, especially with active servicemen, enhance unity, respect each other and help each other; Third, seriously organize them to study labor law, contract law and military rules and regulations, so that they can clearly understand their rights and obligations and enhance their consciousness of obeying the law; In view of the concept that contract firefighters work to earn money and pay attention to benefits, the education of serving the people and the activity of "I add luster to fire fighting" were carried out in depth, which enhanced the sense of honor and mission of contract firefighters in fire fighting work. 2. Strengthen fire fighting technical training and enhance the team's combat effectiveness. According to the "Public Security Fire Brigade Duty Training Program", starting from the difficult, strict and practical needs, on the basis of the pre-job training of contract firefighters, establish and improve the on-the-job training, individual training, business assessment and other mechanisms of contract firefighters, earnestly study the fire fighting and rescue theory of contract firefighters, analyze and study typical war cases, extensively carry out large-scale training demonstrations, and carry out fire fighting experience exchange meetings, so that they can master the procedures of various fire fighting and other disasters and the actual performance of vehicles and equipment. At the same time, it is necessary to tailor the training plan and training content for individual players with weak quality, little work experience or serving in other troops, so that they can participate in duty preparation and fire fighting and rescue work as soon as possible, and constantly enhance their actual combat ability. 3. Improve the management system and standardize the team. First, the relevant departments should formulate authoritative regulations on the management of contract firefighters as soon as possible in accordance with regulations and relevant laws and regulations, and establish and improve rules and regulations on duty, study and training, daily life and post assessment of contract firefighters, so that the management of contract firefighters in the army can be based on laws. At the same time, it is necessary to unify and standardize the management mode, and make detailed provisions on the leave of contract firefighters to ensure that all units can strictly follow the "law" and do not violate the "law" or lower the standard. The second is humanized management. When imposing economic penalties on contract firefighters, we should adhere to the principles of clear facts, sufficient basis and equal treatment, and at the same time, we should give them necessary persuasion and education, and act with emotion and reason. The third is to play the management role of the squad leader and backbone of contract firefighters. In daily life, labor, training, work, fire fighting and rescue, managers should be good at observing and discovering talents, pay attention to cultivating backbone forces, and promote people who are not afraid of hardship, fatigue, high enthusiasm and strong discipline to serve as squad leaders or vice squad leaders, forming a management system that individuals drive the construction of the whole team. 4. Establish a reasonable incentive mechanism to create an environment for retaining people. First of all, contract firefighters are different from active firefighters. The player signed a labor agreement, and the dedication is conditional. Therefore, as a travel management cadre, we must rely on the incentive mechanism to improve our work enthusiasm and combat effectiveness. According to the "regulations" of the army, the reward and punishment measures for contract firefighters should be formulated according to the actual situation. By standardizing the "four orders" and adopting quantitative management measures, the contract firefighters' compliance with rules and discipline, professional training and fire fighting duty are regarded as the basic basis for rewards and punishments, and the team members with outstanding performance and strong management ability are selected as squad leaders, effectively mobilizing the enthusiasm and initiative of contract firefighters. Annual Work Summary Middle schools, like active duty officers and soldiers, should organize the selection of "excellent contract firefighters" and give certain material rewards to further stimulate the internal vitality of contract firefighters. Cadres who have made outstanding achievements in the management of contract firefighters should also be given the same rewards and promotion treatment as those who manage active servicemen, so as to encourage cadres to do a better job in management. The second is to create a good working and living environment and retain the hearts of contract firefighters. It is necessary to actively establish a mechanism to attract high-quality young people to join the fire fighting cause, improve the cultural level of the team, strengthen cultural construction, and improve the ideological concepts of team members. There is also how to arrange the number of contracted firefighters after they have served for the maximum number of years. May wish to consider within the scope of the incentive mechanism. In a word, the contract firefighter team is a road of development and innovation, and it is an effective way to increase fire fighting power under the new situation. The development and stability of the contract full-time team will bring a brand-new topic to the management of the fire brigade. What kind of development path will it take and what kind of impact will it have on the fire brigade? Let yourself realize that you will learn and explore slowly with the development of this team and find your own development path.