| Summary: | 碩士 === 國立中正大學 === 政治學系政府與公共事務碩士在職專班 === 104 === Abstract
Civil servants performance evaluation system as the hub of the civil service system, but is accountable for the performance of civil servants. However, due to the performance evaluation system for a long time we could not really assess, causing increasingly serious problem of excessive Class A. In order to solve such problems and made "the proportion of handicapping" requirements. Performance evaluation system has also led to produce "goal displacement" and deviate from the original target, but also contributed to the prevalence of informal rules. Therefore, by viewing Evaluation theory, the existing norms to discuss the lack of civil servants performance evaluation system facing, effect of informal rules for the operation of the performance evaluation system, the proportion of handicapping specifications and ability to achieve the purpose of the assessment. Additionally, the draft amendments to civil servants Act performance evaluation that the Examination Yuan of ROC setting, whether it can reduce the incidence of informal rules effectively, so that the performance evaluation system towards the target "award and eliminating the inferior" towards the main objective of the present study. This study in " document analysis " and " in-depth interview " and other research methods through to sum up the plight of the performance evaluation system were faced with the problem, and the reason why deviation informal rules for the cause of performance evaluation system. Further clarify the civil servants performance evaluation system ought to have gaps between the Real and to complement the decree, and the inadequacies of the theory of literature, and to recommend future ordinance amendments of Time.
This analysis found thatnot only can the proportion of handicapping quickly suppress excessive Class A issues, but also it led to the performance evaluation system under the human subjective judgment, resulting in differential treatment of different categories of personnel, not only difficult to reflect the employee's work performance, derived via informal rules, a more serious impact on the performance evaluation system correctness and fairness. The informal rules in forming a more long-term operation of path dependence, lead to old habits difficult to change. In addition, our study also found that the link reward does affect the effectiveness of the performance evaluation system. The routine is not only a mere formality, but also it did not have a substantial impact on the annual performance evaluations. Because "the act" and "artificial" are caused by the interaction of the deviation of the current system. Personnel officers not only did not become a defender of the performance appraisal system, but also became become the executor of informal rules. The draft amendments to civil servants Act performance appraisal fail to incorporate interested parties comments. Reward measures becoming recompense and political considerations reward. It’s good for different and other official’s duty of assessment, because of differential treatment and raise questions. Eliminating the inferior measures not only contributes to the prevalence of informal rules, but it becomes phased out and eliminated exclusionary tool. The mandatory periodic interviews also become the routine paperwork. Thus, draft amendments to civil servants Act performance appraisal if the proportion of handicapping thinking the same goal award and eliminating the inferior fear will be difficult to achieve. The performance evaluation system, there are many worth exploring the topic, this study only for the existing performance evaluation system content, informal rules and the draft amendments to civil servants Act performance to explore, In order to find the relevant issues, and to make appropriate recommendations correction performance evaluation system.
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