獎勵機制是鼓勵員工熱情的方法

1, to strengthen the typical guidance. Organize meritorious year activities, monthly Organization selection team, advanced security squadron, excellent security guards every quarter. Meanwhile, we have widely publicized the advanced collective and advanced individuals emerging from the security forces, constantly improving and enhancing the social image of security, and constantly winning social recognition and respect.

2、加強政策保障。一方面建立薪酬管理制度，保障及時足額發放隊員工資和按時繳納基本養老、醫療、工傷、失業、等保險金，并從落實高溫季節冷飲費、法定節假日加班工資、節日福利、年終績效考核獎、專項整治補貼等制度。另一方面為保安隊員配備必要的防護裝備，建立保安正當權益維護機制和設立保安特殊困難互助金，努力消除廣大保安隊員的后顧之憂。

2, strengthen policy guarantee. The establishment of a salary management system, ensure timely and full payment of wages and pay players basic pension, medical, unemployment insurance, industrial injury, etc., and from the implementation of the hot season drinks fee, statutory holiday overtime wages, holiday benefits, year-end performance appraisal award, special subsidy system. On the other hand, we must equip the security guards with necessary protective equipment, establish a safeguard mechanism for legitimate rights and interests and set up a special security mutual aid fund, so as to eliminate the worries of the security guards.

3、推行競爭上崗。制發《保安隊伍競爭上崗工作實施方案》，按照公開、平等、競爭、擇優原則，組織開展保安各部門、大隊、副大隊、中隊級競爭上崗工作，把想干事、能干事的保安隊員選上領導崗位，從而，使能力強、品行優的保安通過競聘走上領導崗位，有效調動了保安干事創業熱情。

3, the promotion of competition. Issued "security team competition work plan", in accordance with the principle of openness, equality, competition and merit, organize security departments, deputy brigade, brigade, squadron level competition, the think general, to the director general of the security team elected leadership positions, thereby, the ability and excellent character through security the competition on leadership post, effectively mobilize the security officer entrepreneurial enthusiasm.

4、落實獎勵措施。探索建立保底加分考核機制，按照“下有保底、上不封頂”的原則，在確保保安員基本收入的前提下，將考核內容拓展到典型事跡，巡邏現場抓獲現行、服務群眾求助、在工作各個方面，實行 “一事一獎”，并適當提高獎勵金額，拉開收入檔次，體現干好干壞不一樣，切實增強保安隊員工作積極性和主動性。

4, implement the reward measures. Explore the establishment of base points of evaluation mechanism, in accordance with the "under the bottom, no cap" principle, in the premise of ensuring the basic income security guards, the assessment content expanded to typical deeds, patrol the scene and arrested the current service, help the masses, in all aspects of the work, the implementation of "special award", and appropriately increase incentives the amount of income level, reflecting ganhaoganhuai are not the same, and enhance security team work enthusiasm and initiative.