改進公務人員考績制度的議題探討：公平原則觀點
張瓊玲
《摘要》
吏治清明，首重考核正確，績效考核制度若未能彰顯公平原 則，則必將影響公務人力資源的發展與組織士氣。故考績制度的內 容及作法，攸關著公務人力的開發，及人與事配合的適當性。然而，若考核之評定未能體現「公平」、「公正」的道理，則考評亦 將流於形式，不為人尊重。 現行「公務人員考績法」經多次修正、研議，仍因時代之演 變，對公務人員之考核恐有未盡周延之處，進而影響公務人員對考 績公平性的認同。依照考績法規定，考績應本綜覈名實、信賞必罰 之旨，但現行這套考核之程序及方法，運作起來是否真能符合這項 宗旨，作準確客觀之考核，實值吾人探討。從考績的理論看來，考 績有其積極功能亦有其消極功能，然不論考績制度應是著重「行政 性功能」或「發展性功能」，其終極目的在於是否達到「公平」的 效益，讓受考核者不覺得質疑或委屈。因此，公平考核的另一大課題即是：考績指標的訂定與考績的民主參與是否一併受到關注。另外，長久以來所探討的甲等考績設限問題，是否有違公平原則？亦 是一大議題。本文透過文獻資料與考核制度理論的檢視，及歷年來考績等第 的分析，檢討我國現行公務人員考績制度是否能達到「公平考核」的精神？提出研究心得與考績法部分條文修正意見，供政府及各界 參考。
[關鍵字]：公平原則、考績制度、考績指標
Current Issues on Civil Service’s Performance Appraisal System: Equal Principle Perspective
Chiung-Ling Chang
Abstract
Correct appraisal is the first priority of good civil service management. If the performance appraisal system cannot manifest the equal principle, it will impact the development and the morale of government manpower. Thus, the contents and practice of performance appraisal system have a bearing on the development of government manpower and the proper coordination between people and work. If the appraisal does not show “equality” or “fairness”, it will become a paper work and no one will pay attention to it. The current “civil service’s performance appraisal system” has been discussed and revised many times. Due to the changes of time, it cannot cover every aspect of the system and sometimes its effects are not accepted by the civil service. According to the Civil Service Performance Evaluation Act, awards and penalties should both be taken into account when implementing it. Whether the procedure and method of this current system meets the purpose of objectiveness and accurateness is worth exploring. By the theory of performance appraisal system, it has positive and negative functions. It should focus on “management function” or “development function”. Its final goal is to have the benefit of “equality,” the people who are appraised would accept its result without any question or grievance. Thus, another main topic of equal appraisal is to design the performance index and make the whole process more democratic. Another topic is whether setting a limit on the number of government employees given the “first grade” merit violates the equality principle. By using the references data and the theory of the appraisal system together with the performance through the years, we hope to exam the current civil service’s performance appraisal system to meet the spirit of “equal appraisal.” We then provide the research result by suggesting some modifications of the Civil Service Performance Evaluation Act to the government and all those concerned.
Keywords: equal principle, performance appraisal system, performance index