¡§Rewards¡¨ and ¡§Punishments¡¨ of public organizations are two crucial tools of personnel management and pivotal impetus factor in organizations.Rewarding is a positive and active way of impetus; punishing is a negative and passive way of impetus. The purpose of rewarding is to meet employees¡¦ requirements, lift morale, and enhance efficiency; the purpose of punishing is to alert stubbornness, eliminate illegitimacy, and maintain discipline. Making use of rewards and punishments well can make its positive function take effect immediately; on the contrary, it will cause damage to organizations. The leading class of public organizations should apply measures of rewards and punishments well. Police organizations, which are always performance-oriented, often highlight the importance of performance by means of project duties and regulate provisions of rewards and punishments in the practical plans of projects. This kind of project execution means that the police organization requests policemen achieve specific performance in some period for certain interim works of the policy and usually accompany with double rewards and punishments, which make common people misunderstand that police officers¡¦ works are ¡§optional¡¨ and ¡§emphatic¡¨ while handling cases. Besides, the business of police officers must focus on service and exhortation and reduce unnecessary interference and compulsion. However, serving for people and preventing crimes cannot underline the performance. Focusing on pursuing criminal cases, which bring immediate performance, and ignoring minor cases around common people for a long time cannot enhance the service quality. Police officers are partial to the performance, away from the public farther and farther. But, the business of police officers cannot be connected efficiently without people¡¦s supports and assistances. The performance cannot earn any credit of the public even though individual police officer is rewarded, but the whole image is getting worse. Thus, how to design a proper rewards and punishments system is worth studying. The objective of the legal system of rewards and punishments of public servants is, in the positive aspect, to lead public servants¡¦ behaviors towards organizational goals and respond to the expectation of the common people; in the negative aspect is to prevent public servants from conducting behaviors unfavorable of organizations goals or the common people¡¦s interests. The fairness of rewards and punishments system, the principle of rewarding from the basic level, and the principle of instant rewards and punishments have not only a great influence on morale encouragement to police officers but also on the position promotion of police officers. How to make the rewards and punishments system of police organizations fair and carry out principles of rewarding from the basic level, and instant rewards and punishments are worth further discussion. The thesis takes the legal system of rewards and punishments of police officers as research target and is supported by other relevant administrative laws and regulations. The research method adopts the primary theories of the administrative law, including administrative principles, administrative organizations, administrative authority, administrative remedy, and administrative supervision to view the rewards and punishments system of our police officers.