| Summary: | 碩士 === 國立中正大學 === 犯罪防治碩士在職專班 === 106 === During the establishment phase of the anti-corruption commssion, the recruitment of staff are needed to implement anti-corruption programs. The screening of civil servants who are eligible to be anti-corruption officers invoke consideration of the professional expertise and on-the-ground experience of the officer. Those that demonstrate the ability to adapt to different circumstances, possess execution ability and high-quality logical-thinking and is suitably experienced are preferred.
In this study, one-on-one in-depth interviews were conducted with those civil servants who transferred to the anti-corruption agency to understand their motivation for transfer and how they have adapted to new role. The purpose of this study is to use these collect case study evidence to inform the justice department of the appropriate recruitment process and career progression framework that should be implemented to help these transferred staff build their career and expertise in the field. This study contributes to existing studies by using semi-construction interviews to illicit information regarding the interviews journey as an anticorruption officer, including their motivation for change, their personal insight on how they adapted to the change and has the experience and support they have been given so far meets their expectation. All six interviewees self-nominated themselves to participate in the interview. Through multi-faceted analysis of the needs of the career development and development of the agency before and after the transfer, the in-depth interviews explored the preparation and planning for these officers pre- and post-transfer appointments. Findings from this study will contribute to the development of self-development education for these anti-corruption officers.
This study found that the transferee were influenced by the positive support and encouragement of relatives, friends, executives and colleagues, and hence actively sought for the opportunity to undergo the external transfer process. Another factor that motivated their transfer was the ability to have more work-life balance as the role of an anti-corruption office was generally considered to be less intense than their current roles. In addition, those that applied for the transfer felt it is important to bring a positive influence to the operations of the government. These transferred officer wanted to contribute to the overall government anti-corruption force and apply their skills and talents to support the process.
Keyword: recruitment procedures, anti-corruption enforcement officer, contractors procurement, police officers, career progression plan
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