我國公務人員考試錄取人員訓練與試用階段淘汰機制之探討

面對21世紀快速變遷與競爭的世界，傳統的公共行政已經難以及時回應外部環境所帶來的挑戰。為發揮文官團隊效能，公務人員必須具備足夠的知識與能力。在不易改革考試制度的政治脈絡下，本研究以為，如能從改進訓練與試用階段的淘汰機制著手，使之與考選階段形成補充關係，有望共同發揮篩選功能，彌補「教、考、訓、用」制度之不足。研究結果顯示，我國現行公務人員考試錄取人員訓練與試用階段淘汰機制失靈的原因，係訓練與試用期間表現未達不及格標準、工作態度不佳舉證困難、法定不及格條件過嚴、淘汰程序過於複雜、人情因素與心理壓力考量、對當事人權益保障凌駕於機關的用人需求、以及淘汰後的用人需求問題難以解決所致。本研究並提出七點改進建議：在考選階段，須改革考選方法與採用分階段考試、採取面試與考試分發兩階段制；在考試錄取人員訓練與試用階段，須平衡考試錄取人員身分保障與機關用人需求、改進訓練與試用階段考核方式、降低法定不及格條件、以及簡化淘汰程序；在合格實授階段，須發揮考績汰劣功能。

關鍵字

篩選機制；考試錄取人員訓練；試用階段；淘汰機制；不勝任工作人員

並列摘要

The selection process of civil service in Taiwan includes three stages: examination, training and probation. Examination process is criticized as low validity of effectiveness and slow in reform. This study tries to evaluate why the training and probation process are not effectively enforced to fire unqualified public employees. Research result shows that the reasons for the malfunction of termination mechanism of training and probation process include the following: 1.Public employees do not meet the firing criteria of performance during training and probation. 2.It is difficult to verify the evidence of poor work attitude. 3.Legal conditions of discharge are too rigid. 4.Termination process is overly complex and intervened with interpersonal factors and psychological pressure. 5.Rights protection on public employees is emphasized over the human resource management of civil service. 6.It is difficult to replace the labor need after termination decision. The study suggests seven recommendations toward the research results.