The Justice system for the appointment of police officers at the police station level
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Abstract
The purpose of this research was to study the problems regarding to develop a justice system for appointing police officers at the police station level. Population used in the research are executives responsible for appointing police officers at the police station level in the metropolitan police and provincial police headquarters area 1-9. Use mixed methods were quantitative and qualitative. There are questionnaires and interview forms that are checked by experts. And a total of 4,458 scholars, using the Krejcie & Morgan calculation table, 1970. The sample consisted of 647 people and 24 key informants. Data were presented statistically and descriptively.
The results of the problems of the appointment and transfer of the police officers were in the average level at a moderate level 1) Appointing a person who is not the same as the work Designation, migration across provinces Across the headquarters, and reduced work efficiency The head of the police station does not have the power to choose people to work. The superintendent of the police station has no power to select people to work in the police station, and the problem of the police resigning to other departments. 2) Necessary skills. In the past, training was not in line with the needs. 3) The factors relating to the appointment, transfer, that is, management must have leadership. Should not change the rules, regulations, rules used in the appointment, transfer, unnecessarily And should be within the specified time frame As for the justice building system, there is a focus on decentralization that focuses on people participation, including monitoring, evaluation, transparency, according to good governance principles, divided into internal factors such as inputs, processes, outputs, and factors. Externally, this is a factor that is a good opportunity. And the disadvantage factors are obstacles, namely laws, rules, orders, regulations, politics, society, culture, economy.
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