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Title: | 我國公務人員考績公平性之研究 A Study of Fairness on Performance Appraisal of Civil Servants in the Republic of China |
Authors: | 林沛欣 Pei-Hsin Lin |
Advisor: | 周繼祥 Jih-Shine Chou |
Keyword: | 公務人員,公務人員考績法,公務人員考績法修正草案,公平, Civil Service,Civil Service Performance Rating Act,Draft Amendment to the Performance Rating Act,Fairness, |
Publication Year : | 2023 |
Degree: | 碩士 |
Abstract: | 本研究探討我國公務人員考績制度中公平價值的實現情形。我國公務人員考績在甲等比例限制下,具有準強制分配制的色彩,幾乎只有甲、乙兩等次,並且在考績潛規則的影響下,幾乎每位公務人員都曾有被迫考列乙等的情形而引發不公平的情緒。為了讓公務人員信服考績制度,本研究建議政府透過法律的指引,從制度面調整考績制度以達到考核的公平性。
本研究透過文獻分析法及比較研究法,針對公務人員考績法的修正沿革以及考試院歷次研提的修正草案進行比較分析,並採用分配公平及程序公平的架構探究考績制度對於「公平」價值的實現情形。研究後得出以下結論:(一)考績制度改革牽一髮而動全身,歷次考績法之修正,本質上都是微調,考績法改革的成功關鍵在於化解公務人員的反彈,並爭取立法院的支持;(二)甲等比例設限措施反應國家管理文官制度的需要;(三)考績結果的分配未能擺脫潛規則的影響;(四)性別因素是否影響考績結果還有待驗證;(五)團體績效評比及考績面談機制納入法律規範似無疑義,並有助於提升受考人對考績的公平認知;並提出三項政策建議:(一)公務人力高齡化對於考績制度的衝擊應預為因應;(二)建議重新評估導入360度績效評核制度的可行性;(三)強化主管人員的面談技巧與溝通能力。 This study explores the realization of fairness values in our country's performance appraisal system for civil servants. Our country’s performance appraisal system for civil servants is characterized as a quasi-mandatory allocation system due to a limited proportion of top-grade (Grade A) evaluations. The vast majority of evaluations result in only two grades: Grade A and Grade B. Moreover, hidden rules influence the system, and almost every civil servant has been forced to receive Grade B evaluations, therefore encountering feelings of unfairness during their career. To make civil servants trust the performance appraisal system, this study suggests that the government should adjust the appraisal system at the institutional level through legal guidelines to achieve fairness in the appraisal process. This research utilizes document analysis and comparative research methods to analyze the evolution of the civil servant performance appraisal system and compare the various amendment proposals put forward by the Examination Yuan over time. The realization of fairness values in the performance appraisal system is investigated based on the frameworks of distributive fairness and procedural fairness. This study obtains the following conclusions: (1) The structure of the performance appraisal system remains stable, and the amendments made to the appraisal laws over time have been primarily minor adjustments. The key to successful reform is resolving civil servants' resistance and gaining support from the Legislative Yuan. (2) The limitation on the proportion of Grade A evaluations reflects the need to manage the national civil servant system. (3) Hidden rules still influence the distribution of appraisal results. (4) The impact of gender on appraisal results requires further verification. (5) Incorporating group performance ranking and appraisal interviews into the legal framework appears reasonable and can enhance the perceived fairness of the appraisal process by those being evaluated. This study also presents three recommendations: (1) The impact of the aging workforce in the civil service on the appraisal system should be considered in advance. (2) The feasibility of introducing a 360-degree performance evaluation system should be reevaluated.(3)Enhancing supervisors' interviewing skills and communication abilities is essential. |
URI: | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/89107 |
DOI: | 10.6342/NTU202302580 |
Fulltext Rights: | 同意授權(全球公開) |
Appears in Collections: | 國家發展研究所 |
Files in This Item:
File | Size | Format | |
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ntu-111-2.pdf | 4.94 MB | Adobe PDF | View/Open |
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