政府薪資績效化的政策設計

A Performance-Related Pay System Design in the Public Sector of Taiwan

施能傑(N. Jay Shih)

《公共行政學報》 18期 (2006/03) Pp. 51-84

https://doi.org/10.30409/JPA.200603_(18).0003

摘要

政府薪資政策與策略必須具有清楚及聚焦的方向性，俾能扮演員工溝通與行為塑造的有效工具，然而，台灣政府部門長久以來卻仍鮮少討論薪資的策略定位。本文先簡述薪資政策的策略理論，並說明各國政府薪資策略轉向績效導向。接著，採用長時間資料的分析顯示，台灣政府部門薪資水準內在衡平性與外部競爭性的問題不大，如何讓薪資與績效更適當結合，才是現階段應該重視的薪資策略方向。最後，討論重點旨在論述行政部門薪資必須重新建構績效化內涵的必要性，以及如何實踐薪資績效關聯化的重要方向及作法。

關鍵字

政府薪資 ； 策略性薪資理論 ； 績效薪資

並列摘要

Government compensation policy needs to have a clear strategy and direction in order to yield the effect of effective communication and employees' behavioral modification. However, it often has not been the case in Taiwan where strategic issues are seldom discussed. This paper first suggests the theory of strategic pay and review pay polices developed and changed in many other OECD countries. Then, the author argues strongly, with the results of empirical analysis, that linking pay with performance more tightly shall be the major strategic choice of pay policy in Taiwan. Finally, this paper proposes the way in which several important policy changes needed to be taken in order to achieve the goal of performance-related pay system.

並列關鍵字

Performance-related pay ； strategic pay ； government pay policies

參考文獻

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余致力、黃東益(1999)。有效激勵績優人力之策略：爲我國績效待遇制度催生。人事月刊。29(2)，32-40。

吳定、施能傑()。,未出版。

林文燦(2003)。建構策略行動導向的績效管理模型－政府部門推動績效獎金暨績效管理制度的參考作法。空大行政學報。15，71-100。