公務人員考績輔導及退場機制之研究－管理的觀點

Research on Counselling and Exit Mechanism for Poor Civil Servants：Management Perspective

朱美櫻(MEI-YING CHU)

指導教授 ： 張世賢

國立臺北大學/公共事務學院/公共行政暨政策學系/碩士(2010年)

摘要

本研究主要針對立法院於99年5月20日法制委員會初審通過公務人員考績法修正版本草案，將考試院原提草案考績丙等3%之固定比率，修正為不得低於1%至3%固定比率之規定。
茲因政府施政是透過「政治」、「法律」、「管理」三個構面交互作用，本研究界定為「管理的觀點」。由於考績丙等比率設限，主要是為了提高整體公務服務品質及提升行政績效；另就其分配之過程及結果，則應考量是否符合公平正義；且亦宜考量是否能將個人與團體之績效連結，以促使個人在團體之積極參與。是以，本研究分別從「管理績效」、「管理公平」及「管理團體參與」進行探討。
本研究透過文獻分析法及深度訪談法進行研究。研究發現提出相關政策建議如下：一、管理績效面：（一）應修正考績評定等第方式及考績獎金，以連結績效目的；（二）工作績效目標及條件應予明確化；（三）考績丙等比率除向企業取經外，宜參考各國政府對於績效不彰及不適任人員施以訓練、輔導及工作調整等之作法；（四）應建立考核政策方向及目標正確性之機制；（五）宜配套考試、任用、俸給、陞遷等相關法制施行，始能全面提昇行政績效。二、管理公平面：（一）考績過程應力求程序正義原則，考績丙等涉及到公務人員任公職權益，宜給當事人「知」及「表達」權益之保障；（二）加強考核者考核能力訓練，必要時應結合任用、陞遷等相關規定認定其考核能力；（三）考績丙等固定比率宜就實質性之平等面向作例外規定；（四）政府多元角色，除注重績效外，亦宜同時注重執行公權力之社會資源分配與社會正義等面向；（五）軍公教人員宜一體適用考績丙等課責機制；法官宜回歸法官法之規範，以回應社會期待。三、管理團體參與面：（一）個人績效應與團體績效有所聯結，才能促使彼此依存、互信與參與關係；（二）考績丙等固定比率政策之宣導，加強人事人員對法制及實務面之瞭解及執行。

關鍵字

考績丙等 ； 考績丙等固定比率 ； 管理績效 ； 管理公平 ； 管理團體參與

並列摘要

The study is mainly conducted with regard to the modified draft version for Civil Servant Performance Law which has been preliminarily passed with Law and Regulation Committee of the Legislative Yuan on 20th May 2010. The draft has revised the ratio of performance class-C as no less than 3% previously propose by the Examination Yuan, and modified it into the stipulated ratio of no less than 1% to 3%.
Since the government has exploited through the mutual interaction among “politics,” “law,” and “management,” this study has, thereby, itself as the “perspective of management.” The stipulated ratio of performance class-C is carried out mainly to enhance the integral civil service quality and administration performance. As for its distribution process and results, it should consider if they have complied with fairness and justice into account. Furthermore, it is also necessary to reckon to individual and group performance can be correlated so as to stimulate individual with active participation within group. As such, this study has conducted respectively from the perspective of “management efficiency,” “management fairness,” and “group participation of management.”
The study has made use of literature analysis and in-depth interview, and related policy suggestions put forth from the findings of research are found as follows:
1.management performance aspect: (a) it should revise the ranking of performance evaluation and performance bonus so as to link up with performance objective: (b) work performance objective and conditions should be specified; (c) aside from learning through enterprise for evaluation performance class-C, it is necessary to take reference from various governments for measures of implementation on the training, counseling, and work adjustment for incompetent personnel; (d) it is necessary to establish evaluation policy approach and mechanism of objective accuracy; (e) it is critical to create related laws and regulations of compatible examination, appointment, remuneration, and promotion for implementation before full-scale enhancement of administration efficiency can be turned into effect.
2.management fairness aspect: (a) principle of justice process should be exercised during the process of performance evaluation; since performance class-c has involved the rights of civil servant assuming public office, it is necessary to guarantee the rights of “knowing” and “expression” of the subject; (b) it is important to strengthen the training of evaluation competence for evaluator, and it can, when necessary, combine with appointment and promotion and related regulations to confirm their evaluation competence; (c) the fixed ratio of performance class-c should, regarding de facto fairness aspect, conduct regulation of exception: (d) for diversified role of the role, it should, aside from taking focus on performance, should also take high esteem on the enforcement of public authority regarding distribution of social resources and social justice; (e) performance class-c should, as a whole, be applied to military servicemen, civil servant, and teacher should, as a whole; judge should be restored to the scope of application of Judge Law so as to respond to the anticipation of the community.
3.participation aspect of management group: (a) it is necessary to build up connection between individual and group performance so that mutual reliant, trust, and participatory relationship can be possible; (b) for the publicity of fixed ratio regarding performance class-c, it is necessary to enhance the appreciation and execution of personnel staff in terms of law and practice.

並列關鍵字

evaluation performance class-C ； The stipulated ratio of performance class-C ； management efficiency ； management fairnessgroup participation of management

參考文獻

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