The Research of Officialdom Performance Improvment Statute Leave in Taiwan, R.O.C.

• Main Authors: Hsiang- Hung Liu, 劉宏祥
• Other Authors: Jen-Hui Hsu
• Format: Others
• Language: zh-TW
• Published: 2008
• Online Access: http://ndltd.ncl.edu.tw/handle/gx4m6r

碩士 === 世新大學 === 行政管理學研究所(含博、碩專班) === 96 === The civil service performance rating system is a crucial part of the personnel management system. The aim of the performance rating system is to have the government employees’ performance over certain periods of time appraised by their the supervisors, and provide the employees with a fair, objective rating and evaluation as the personnel management reference for promotion, rewards, and punishments. Performance ratings would encourage morals, reward good employees, fire poor employees, strengthen the supervisors’ power on performance appraisal, and enhance the operational efficiency and personnel system. The appraisal of the civil service employees is decisive to administrative quality and operational performance of public organizations. Compared to the spoils system or the patronage system of the traditional bureaucratic government, all of the modern governments adopt the performance oriented appraisal rating system as reform and try to implement the corporate operational concepts to build up a “small but great” and “small but powerful” government which is similar to a corporation. The civil service employees are asked to improve their performance to meet the citizens’ expectations and need. In order to implement the performance oriented civil service performance rating system and the methodologies of the performance management to meet the goals of fairness, justice and objectiveness of appraisals, the revision direction for the civil employee performance rating will be as following: (1) set up the ratio limit of the A rated employees, (2) the employees who were rated C should be laid off or forced to retire.(3) adopt the regular performance appraisal and group performance, All of the mentioned items, should be the major issues for the on going civil service employee performance appraisal reforms. The objectives of the administrative reform are to increase public benefits and the country’s international competitiveness. The dimensions of the administrative organization reforms include “culture”, “mission”, “structure”, and “procedure”. The personnel administrative reform is an “all aspects” reform to face the challenges of the inner and outer environment changes and growing expectation on the role of government from the citizens. The performance appraisal will enhance the morale of the civil service employees and vitalize the bureaucratic system. Reshaping the bureaucratic culture is the main theme of personnel system reforms. The system reforms should cover the benefits of the civil service employees and entire country. The bureaucratic quality decides the future destiny of country, Therefore, under the political and economic circumstances, the civil service employees should work together under the same goal to promote government efficiency and performance.