我國海巡人員任用制度之研究

Abstract

我國行政院海岸巡防署（以下簡稱海巡署）成立於89年1月28日。其下有海岸巡防總局與海洋巡防總局兩個單位，兩個總局各有不同的組織結構與人事任用制度，包括文職、軍職、及警職人事任用制度。海洋巡防總局有警職及文職人事制度，而海岸巡防總局有軍職及文職人事制度。所有海巡署地區巡防局以下的單位則適用軍職人事制度。目前海巡署有4種人事任用制度：軍職、警職、文職及關務。 海巡署現有的4種不同的人事任用制度表示其人員各有不同的權利與義務，並造成了任免與升遷的條件不同，其公平性並受到很大的質疑，也導致海巡人員的士氣低落。再者，軍職人員之任用有比率限制，並應逐年降低其配比，8年後人員任用以文職人員為主之規定，也限制了軍職人員升遷發展等困境，亟待研究解決。 本研究藉由文獻探討、比較、訪談及實際參與觀察等方法，對於現行多元任用制度所面臨的問題作深入的探討，主張現有組織架構的缺陷僅能經由修法解決，必須建立一元化文職任用制度才能促進海巡署的人事任用制度。

The Coast Guard Administration (hereinafter CGA) of the Executive Yuan in Taiwan is established on January 28, 2000. The CGA has two units under its jurisdiction: the Coastal Patrol Directorate General and the Maritime Patrol Directorate General.. The two Directorate General have different organizational structures and personnel management systems which include systems of civilian, military and police personnel management systems. The Maritime Patrol Directorate General has police and civilian personnel systems, and the Coastal Patrol Directorate General has military and civilian systems. Military personnel system is adopted in all CGA units below the coastal patrol offices. For the moment, the CGA has four different types of personnel management system: military, police, general administration and customs. The existence of four different types of personnel management systems of the CGA means different rights and obligations for their staff. It causes differences in conditions of appointment and promotion. The fairness of the systems is greatly questioned. It has also caused low morale in the CGA. This thesis argues that the defects of the current organizational structure can only be resolved through legislative amendment. A uniform civilian personnel management system is called for the improvement of the personnel management system of the CGA.