The establishment of community security patrol is the overall action of the municipal party committee and the municipal government to implement Theory of Three Represents, the actual embodiment of representing the fundamental interests of the people, and an important preliminary measure to further promote the comprehensive management of social security and build a safe Zhengzhou. As soon as the patrol was established, it gave full play to its functions and made important contributions to maintaining community security and stability and ensuring the reform, opening up and economic development of our city. But because the team is very young, we have been exposed to this job for a short time and have no experience. Therefore, as the manager of the inspection team, how to keep pace with the times, thoroughly understand the policies of the municipal party Committee, actively serve the inspection team, and play its due role has indeed become an important topic that we are looking forward to studying and solving. Since its establishment, the community patrol team has made remarkable achievements in maintaining stability, preventing crime and giving full play to its functions in accordance with the specific requirements of the municipal party Committee and the municipal government. However, it is undeniable that with the gradual adjustment of its work pattern and the continuous development of the team, some problems have gradually emerged. First, the composition of the team is complex and difficult to manage, which is mainly manifested in the quality level, age span and background source of the players. As far as our region is concerned, there are 636 scouts, laid-off workers, unemployed people, social workers, veterans, and young migrant workers from other places, ranging from 18- 12, and their social literacy and personal qualities are also uneven. Second, the grass-roots management work is weak, and the long-term management mechanism of team building needs to be established. These problems are directly related to the fact that the operation mechanism of the patrol team lags behind the development of the situation, and the management concept, management system and management means are not suitable for the nature and characteristics of the team to a certain extent. Therefore, at this time, it is very important to study, summarize and explore new working ideas and methods, change management concepts and adapt to the overall situation of patrol development, which is conducive to the sustainable development of the team and enhance its combat effectiveness. We should be brave in innovation, keep pace with the times, innovate management concepts, management systems, management methods and management contents from the perspective of being conducive to the development and construction of patrol, and strive to realize patrol work with innovative thinking. First, in the management concept, from "routine management" to "caring management". Most of our scouts come from laid-off workers in cities. They live in poverty and have no external source of income. At present, their wages are not very high and their tasks are very heavy. For this group of special vulnerable groups, we will inevitably manage them with the concept of general administrative organs and military ranks. Such problems will affect the inspection effect to varying degrees. Therefore, we must actively explore and change the management concept. "Caring management" refers to the "daily management" of administrative organs and military ranks. As we know, because of the differences in positions and ideological understanding, managers and managed people often have some contradictions, and sometimes they are in opposition, thus affecting the improvement of management and work level. If we strengthen management from the perspective of caring for players, enhance their sense of responsibility and make them feel caring and warm, then how can players and our managers care for players and make them feel caring and warm? Our district starts from the following aspects. 1. Insist that district and street leaders visit scouts who are fighting in the front line in the summer of the festival, warm the hearts of the team members with the true feelings and expectations of the leaders, and stimulate their enthusiasm for creating security. At the same time, every team member's birthday, the district patrol office or the street patrol office will send birthday cards to express their blessings, organize a gala at the end of the year and distribute some benefits. Through these, they will care and cherish their work and improve their sense of dedication. 2. Teach them to be punished, focusing on education, canceling fines, supplemented by training. Considering the low salary and income of the players, we canceled the previous methods of deduction, fine and dismissal, and adopted the method of on-the-job training to integrate education and punishment. For players who deduct 10 every month, players who are warned twice in three months (players who deduct 6 points every month are warned once), players who are warned three times in six months and players who are warned four times in one year, we will wait for them. This method corrects the contradiction between the former players' passive treatment of mistakes and supervision, changes the negative thoughts of players who are not enterprising and muddle along, and establishes the consciousness of patrol with peace of mind, love of patrol, rooting patrol and dedication. 3. Go deep into the community, check the life of the players and solve practical problems. The staff of the patrol office often go to the community to understand the community situation and help solve the practical problems encountered by the team members in their work, especially the problems that some community police offices often have water and electricity cuts and no cooling facilities such as fans in summer. Such problems are completely solved through coordination with community units. And often urge the players to pay their wages on time and in full, relieve the worries of the players and create a good working environment for the players. 4. Establish the mechanism of appraising first and evaluating best, reward students and encourage meritorious players to patrol the squadron. In order to mobilize the players' subjective initiative and enhance their sense of ownership, we set targets in the patrol team, assessed the competitive incentive mechanism, carried out the activities of striving for Excellence, and set up floating red flags on all sides, namely, the red flag of good deeds, grasping the current red flag, the red flag of style discipline and the red flag of zero accident community. Combine the annual work target with the monthly work effect organically, and commend and reward the players and teams who have outstanding performance at ordinary times. Second, the prevention mode has changed from "passive prevention" to "proactive preemptive action". The work of the patrol team is to "maintain the prevention and control of public security in the jurisdiction and reduce the occurrence of preventable cases in residential areas." Because our team members are weak, and criminals are becoming more and more cunning, we must take the initiative to attack before doing a good job of patrol. 1. Establish and improve the information officer network to capture public security information in advance. Our district requires each patrol squadron to determine an information collector in the community and a fixed information sorting and submitting member in the squadron to be responsible for collecting, sorting and reporting all kinds of public security information at the first time, so as to know, prevent and deal with patrol prevention work early. 2, a variety of forms at the same time, focused, strong prevention. Set up rapid response mobile teams in key areas to patrol and guard against high-incidence areas such as robbery, looting and theft. On the key prevention targets, the combination of swimming whistle and on-site waiting is adopted to complement each other, effectively prevent cases from happening, establish the prevention mode of connecting patrol members with security points in property management community, actively combine with internal security personnel of the unit, and implement * * * belt prevention. 3. Further intensify external publicity, give full play to the guiding role of public opinion tools, and publicize the achievements of our work through the media and newspapers, which not only deterred criminals, but also educated the masses and won their understanding and support. Third, management has changed from "single management" to "three-level management". Because in the past, the patrol was based on the community, when there was no patrol office in the past, it was only managed by the sub-district office or even the community. Because there are many communities, relatively more managers and different management standards and requirements, it is very likely to lead to multi-head parallel and chaotic management, which is not conducive to the growth and development of the patrol team. "Three-level management" is a top-down, tower management, which is convenient for unified pace, unified slogan and coordination, and expands the advantages of the patrol team to a greater extent. "Three-level management" means hierarchical management. The municipal inspection department is responsible for the guidance, coordination, supervision and assessment of the city's inspection work. County patrol offices are responsible for the management of patrol squadrons in their respective jurisdictions: 1, and are responsible for formulating patrol management measures and various work systems. 2. Selection and dismissal of players. District patrol office is located between the two, connecting the preceding with the following, which is of great significance as a bridge. The patrol offices in all districts should carefully arrange their work, strengthen their responsibilities and management, and ensure that the patrol teams of public security can give full play to their roles. As far as our region is concerned, 1, a complete system is established to make the inspection work have rules to follow. In order to further strengthen the standardization and institutionalization of patrol work, the district patrol office combined with its own preventive characteristics, while perfecting the original patrol system, it also established a series of internal management systems such as learning, education and training system, two-way selection competition system and case investigation system. The patrol work in our district has embarked on a standardized track. 2. Strictly control the entrance and do a good job in the selection and training of new players. Because most of the community patrol members are laid-off workers and unemployed young people before joining the team. Have not received systematic training. Therefore, when we supplement new players, we strictly train them, ideologically guide them to love patrol, feel at ease in patrol work, enhance their preventive ability and master patrol skills physically, and every new player must pass the training before taking up his post. 3. Improve the supervision mechanism and enhance team discipline. On the basis of carrying out etiquette supervision, strengthening supervision, setting up supervision hotline and hiring voluntary supervisors from the masses, the dress, manners and manners of inspectors at the district and street levels were standardized, and the bad habits of some team members were eradicated, which further promoted the discipline of the whole team. Under the new situation, in the face of the growing patrol team, the managers of our patrol team should be based on their own duties, actively explore the establishment of a working mechanism to adapt to the growth of patrol, and promote the continuous development of patrol work.

Be brave in innovation and consolidate the construction of inspection team