The court appointed the way out for bailiffs.

In recent years, the number of criminal police protection cases and enforcement cases in grass-roots courts has increased year by year. At the same time, due to the frequent occurrence of all kinds of security accidents in the national court system, the manpower invested in security has also greatly increased. In order to solve the problem of insufficient police force, many grass-roots courts apply to local government departments to recruit staff to join the judicial police department as judicial police officers. Because the judicial police with appointment system do not belong to the official judicial police, there are some problems, such as the judicial police with appointment system cannot be awarded professional titles, the salary is not high, and the work enthusiasm is not high, which affects their work enthusiasm and efficiency. According to the situation of employing judicial police in my court, the author makes a shallow analysis of the current situation of employing judicial police in grass-roots courts.

First, the problems existing in the implementation of the judicial police appointment system in grass-roots courts

(1) The team lacks stability. The appointment system of judicial police is a labor relationship established with the court on the basis of signing an employment contract. There are terms of employment term and termination in the contract. Therefore, it happens from time to time that the judicial police and the court terminate the employment contract, which makes the personnel of the judicial police appointment system more mobile. At the same time, the salary of appointed judicial police is low, which is far from the formal judicial police. Their sense of professional honor is inevitably not strong, and their sense of responsibility is worse than that of the formal judicial police, which also affects the stability and combat effectiveness of the judicial police team.

(2) Lack of initiative in work. First of all, the judicial police have limited qualifications for law enforcement and it is difficult to carry out their work. Secondly, the position of the appointed bailiff is not clear, and the police rank cannot be granted. At the same time, its equipment, clothing, wages and insurance benefits are not fully guaranteed, and it can only rely on the financial resources of the courts at the same level. Third, the appointed bailiff's future life is not guaranteed. These reasons lead to the lack of initiative in the work of judicial police.

(c) Lack of scientific assessment and accountability. According to the current system, the appointed bailiff can only be an ordinary bailiff, and it is useless to be strong and skilled. The leaders at all levels of the bailiff team can only be civil servants. The lack of scientific assessment mechanism for designated bailiffs restricts the development space of designated bailiffs. At the same time, the bailiff hired is a temporary staff member, not a formal police officer, and does not belong to the civil service sequence. When carrying out the task of police security, once the prisoner escapes or other safety accidents occur, it is impossible to effectively investigate the responsibility of the hired bailiff, and there is no legal basis for investigating his legal responsibility.

Second, the countermeasures to solve the existing problems

(1) Standardize the recruitment procedure to solve the difficulty of insufficient police force. Judicial police management departments at all levels should promptly and accurately report the establishment of police force, so as to facilitate the people's court system to centrally organize the recruitment of judicial police with appointment system and legalize the appointment procedure. At the same time, it is necessary to report the current situation of the management of the judicial police team to the local party Committee and the National People's Congress in time, strive for the support of the party and the government, and solve the difficulties in the establishment and treatment of the judicial police.

(2) Strengthen the personnel management mechanism and solve the problem of judicial police establishment. The existing judicial police recruitment system is based on the principle of "survival of the fittest" and strengthens the assessment. Comrades who are enterprising and have outstanding work achievements should be rewarded in time, and comrades who have mediocre work achievements should be dismissed in time. At the same time, it is necessary to establish a competition mechanism, cede part of the official police establishment to the appointed judicial police, and let the appointed judicial police or contract judicial police have the opportunity to become official judicial police after passing the national civil service recruitment examination, so that they can make progress in their careers.

(three) to strengthen the education and training of judicial police, improve the comprehensive quality of judicial police. At the beginning of each year, make an annual training work plan in time, complete the learning and training tasks with good quality and quantity, and truly implement the "personnel, time, content and quality". Improve the political quality and professional ability of the judicial police, and build a team that can draw, win and shout loudly.