我國高階主管特別管理制度之規劃策略—兼論英、美、荷、韓四國與我國之比較
郭倩茜
《摘要》
據OECD於二○○○年對其會員國的調查顯示，現代國家治理的核心關鍵中，公部門領導能力是最需要加強的一環，鑑此，考試院文官制度興革規劃方案其中「建構高階主管特別管理制度」一項，乃規劃就高階主管之拔擢、陞遷、考核、俸給等事項制定特別法律，建立有別於現行一般公務人員之特別管理制度，培訓任用高階主管，作為推動國家政務之主軸。
目前我國高階主管特別管理制度之建制重點包括：「嚴謹選拔」、「進文官學院專業訓練」、「建立國家高階主管人才庫」、「成立跨部會之甄選培育委員會」、「建構專屬俸給制度」與「建構嚴格考核及退場機制」等六大項。且為使我國高階主管特別管理制度具生態性及可行性，政策思維雖參考歐美等先進國家高級文官管理制度之優點與成功經驗，但仍以我國特殊國情為基礎進行規劃，例如遵循憲法考試用人之基本規範，並未開放外部競爭而採封閉式設計；但當今公私部門人事管理的普世通則－功績原則，則仍為框架整個高階主管特別管理制度的規矩工具，以及規劃策略的精髓與靈魂。
[關鍵詞]：高級文官、人才庫、功績原則、高階主管
The Planning Strategy of Senior Executives Administration System in Taiwan: And its Contrast with United Kingdom, United States, Netherlands and Korea
Chien-Chien Kuo
Abstract
In 2000, OECD made a survey for its members and found that among all pubic departments in modern countries, leadership was the most in need of improvement. Based on the finding, the Examination Yuan asked Minister of Civil Service to draft a plan on the selection, promotion and transfer, performance evaluation, and payment in the administration system for senior executives. Through those issues, it could establish a special and different administration system from the current one, including training, development, and employment of executives, and use this system as the main scheme to push ahead government administration.
So far, this system includes six key points: “Rigorous Selection”, “Professional Training at the National Academy of Civil Service”, “Building a Talent Bank of Executives”, “Establishing a Committee of Cross-Department Selection and Cultivation”, “Setting up an Exclusive Salary System”, and “Designing a Quality Evaluation and Exit Mechanism”.
This study not only refers to the advantages and successful experiences of senior civil service from advanced countries, but also considers the special situation in Taiwan, so that its conclusion will be more feasible and more conducive to building a culture for an advanced civil service. For example, the study finds that Taiwan has followed the basic rules of examinations as stipulated in the Constitution that are close-ended, not open to external competitions.
Furthermore, Taiwan’s system uses the merit principle as the general rule to manage civil service. This principle is restricting the Senior Executives Administration System, and thus the essence of its planning strategy.
Keywords: Senior Civil Service, Talent bank, Merit principle, Senior Executive Service