我國公部門契約性人力運用之探討－以中央部會為例

On the use of the contractors in our government agencies.

陳攸瑋(Yo-Wei Chen)

指導教授 ： 陳金貴

國立臺北大學/公共事務學院/公共行政暨政策學系/碩士(2009年)

摘要

本文主要目的乃在從制度面、法制面及實際運作面來探討我國中央部會契約性人力運用之情形。在法制面上本文擬探討相關勞動法規對我國契約性人力之影響，此外並從人力資源及組織彈性用人之觀點來檢視我國約聘人員、約僱人員、臨時人員及新興的派遣人員在組之中之定位及角色。在組織人力日趨精簡及彈性的時代，政府為了能快速回應環境的變化，筆者認為派遣人力可取代以往約聘人員與約僱人員。我國公部門契約性人力運用成功之關鍵，在行政管理上，乃落實考核機制，以往約聘人員與約僱人員久任化之問題，正是因為沒有落實考核機制。在法制面上，釐清契約性人力之屬性－公法或私法關係也是契約性人力運用之關鍵。

關鍵字

契約性人力 ； 派遣人員

並列摘要

ABSTRACT
On The Use of Non-Permanent Employees in Taiwan’s Government Agency
By Yo-Wei Chen
ADVISOR: Dr. Chen Chin-Kuei

The objective of this paper is to analyze the use of contracting (or non-permanent) employees in Taiwan’s government agencies from the systematic, legal, and implementing point of view. The impact of related laws of our Contractual and Temporary Personnel Management (CTMP) will also be discussed. In addition, the role of contracting employees, temporary employees, and the emerging dispatched employees in an organization will be examined from the perspective of human resource management and flexible manpower.
During the government organization downsizes and becomes more flexible, for the sake of responsing more rapidly to the change of environment, the author believes that dispatched employees can replace contractors and temporary employees.
The key to successfully using non-permanent employees is the implementation of appraisal system. The problem of a non-permanent employee in the same position for long time (or become “pseudo-permanent”) is due to failure of implementing the appraisal system. From the legal perspective, clarifying the classification is also essential to the use of non-permanent employees in the public sector.

並列關鍵字

contractor ； dispatch worker

參考文獻

李亮宏（2004），＜公務人力資源管理彈性化與契約性人力之研究

蕭毓庭（2006），＜政府部門派遣人員管理制度之探討＞，國立高雄

賴森本（2004），＜政府業務委外之風險管理 ＞，《內部稽核》，

（2005），＜勞工退休金條例對政府機構非公務人員造成的影響

淪喪？＞，2008年中國行政學會會員大會暨「民主行政與官僚