我國警察替代役交通助理人力運用之研究

The Study on Manpower Employment of the Traffic Assistant within the Police Alternative Service in Taiwan.

陳詩緯(Shih-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(2008年)

摘要

本研究主要針對警察機關進用警察替代役交通助理，在取才、育才、用才及留才之人力運用現況，包含役男的招募甄選、教育訓練、服勤管理、績效考核等四個人力運用面向之實施概況，並從不同層面審視這套制度之優、缺點、現況、問題，運用人力資源等相關理論，觀察現今的國防政策、政治經濟、社會大眾輿論等種種回應，作出正確、客觀的分析與探討，而後提出具體結論與因應對策建議，以提供相關機關在政策研擬與執行之參據。
本文是以質化研究為主，對役男之需用機關(內政部警政署)、代訓機關(保一、保四總隊)與服勤單位(縣市警察局)之替代役承辦人、主管、帶隊官等作深度訪談，並對服勤單位之役男團體作焦點團體訪談，透過相關文獻分析、理論基礎探討與實證研究之綜合分析、比較、相互印證，找出問題癥結與因應之道，除歸納出本研究發現與結論外，並對主管機關、需用機關與服勤單位提出具體建議，期能提高役男人力運用成效，使警察替代役交通助理制度能繼續實施且更臻完善。
本研究分別對主管機關、需用機關與服勤單位等提出不同建議，摘述如下：
一、對主管機關建議：1.役男需求員額之審核機制應透明、公正，並開放需用機關參與人力規劃與爭取增額途徑。2.交通助理役男之甄選資格，應設立前科紀錄、紋身之限制條件與基本體檢門檻，並尊重需用機關寧缺勿濫之用人政策，爭取考銓機關支持警察役男報考警察特考加分優惠措施。3.「輔助性勤務」定義應明確規範於法條中，並適度修正放寛限制，授權需用機關以列舉方式，明確訂定役男得單獨服勤之勤務項目。4.提供豐富多元的替代役甄選志願資訊，舉辦役男甄選博覽會、印製甄選海報文宣或改採繳交志願卡電腦分發，調高替代役之薪餉，以符民生物資高漲。
二、對需用機關建議：1.採取主動行銷的新兵招募宣傳策略。2.專業訓練變革為前３週學術科專訓，第４週改為實務訓練，將大班制改為中班制，更新教材與調整課程。3.統一律定替代役業務職掌與績效考核規定，並落實執行。
三、對服勤單位建議：1.提前研擬實施全募兵制後之人力因應對策。2.落實役男之人力規劃、服勤管理與績效考核。3.適時提供役男有效的應勤裝備。

關鍵字

替代役 ； 警察替代役 ； 交通助理 ； 人力運用 ； 人力資源

並列摘要

This study examined the general implementation system of the selection of traffic police assistants for substitute military service by police bureaus, namely the status of personnel recruiting, training, employing and retaining, from four human resource utilization aspects, which are draftee recruitment and screening, education and training, service management, and performance appraisal. It also reviewed the advantages, disadvantages, status quo and problems of the system from various perspectives, and took into consideration of the national defense policy, politics and economy, and social opinions based on human resource theory, in order to propose correct and objective analysis and discussion. Specific conclusion and responsive countermeasure were proposed for reference of related bureaus in policy-making and execution.
This study was a qualitative research, which conducted in-depth interviews with the undertakers, supervisors, team leaders of the substitute service in draftee requisition agencies (National Police Agency, Ministry of the Interior), training agencies (First and Fourth Corps of Special Police) and duty service units (municipal and county police bureaus), as well as focus group interview with draftees in duty service units/ Based on literature review, theoretic discussion, and empirical research, the data were compared and cross validated, so as to identify the root causes and responding method. Besides providing findings and conclusions, specific suggestions were provided to authorities, requisition agencies and duty service units, so that the personnel utilization of draftees could be more efficient, and the system of substitute service traffic police assistant can continue to be implemented and be comprehensive.
This study proposed suggestions to authorities, requisition agencies, and duty service units as follows:
1. Authority: 1) the draftee requisition quota review system should be transparent and fair, and allow requisition agency to be involved in personnel planning and quota augmentation; 2) for traffic assistant draftee qualification, history criminal record, tattoo ban and basic body examination threshold shall be established, the policy of selecting the right person by the requisition agency should be respected, examination and civil service bureaus support should be solicited to offer bonus points to police draftees in the police recruiting exams; 3) “assistant service” should be defined in related regulations, and restriction should be properly lifted; requisition agency should be authorized to list service items for draftee to serve individually; 4) provide diversified and rich information on substitute service volunteer screening, hold draftee screening fairs, produce screening posters or adopt the volunteer card and computer-based selection system, raise the draftees’ salary to respond to the increasing living cost.
2. Requisition agency: 1)take initiative in marketing draftee recruiting propaganda; 2) change the specialization training to academic and skill training in the first 3 weeks, and practical training in the fourth week; change the large class system to medium class system; update curriculum and adjust courses; 3)consolidate the responsibility of substitute service and performance review criteria, and put into implementation.
3. Duty service unit:1)establish personnel management measures for the upcoming mercenary system; 2) implement human resource planning for draftee, duty service management and performance review; 3) provide effective duty equipment to draftees in time.

並列關鍵字

Alternative Service ； Police Alternative Service ； the Traffic Assistant ； Manpower Employment ； Human Resource

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