文官制度的國際變遷趨勢與我國的改革
彭錦鵬
《摘要》
經濟合作暨發展組織（Organization for Economic Co-operation and Development，以下簡稱OECD）國家自1980年代以來全面朝向新公共管理理念改革，因之並建立以職位為基礎的文官制度，同時實施部會分權化管理人力資源。其主要變革包括：公務人力甄選彈性化、改變文官終身保障的地位、採用績效管理、規劃未來公務人力職能、建立高級文官團。
第11屆考試院2009年通過「文官制度興革規劃方案」，除統整文官法制外，訂定4個改革面向：提高考試信度和效度、建構高階主管特別管理制度、研修公務人員考績制度、改善俸給與退撫制度。6年下來，這4大面向的改革，最後都未能順利推動完成。
本文檢討國際變遷趨勢、我國文官制度現狀後，建議未來改革的重大事項：1.人力結構方面：重新檢視中央政府機關總員額法（以下簡稱總員額法）對公務人力計算的定義及員額上限；2.考選制度改革包括：實行分階段考試、檢討第二階段專業科目、全面實施口試、精簡考試類科及層級；3.績效考核方面：儘速通過公務人員考績法修正條文立法；4.建立行政院優先適用的高級文官團。
[關鍵詞]：文官制度、高級文官團、考選、甄募、薪資、績效、人力資源規劃、能力、退休
International Trend of Civil Service Reform and Implication for Taiwan
Thomas Ching-Peng Peng
Abstract
The New Public Management movement that emphasizes private management principles in the 1980s fosters the position-based civil service systems in many OECD countries. Along with the position-based civil service system, human resources management of OECD countries mostly concentrates on the following reforms: decentralized human resource management, flexible methods of selection, changing civil servant status, rigorous performance management, planning future workforce and competency, and establishing senior civil service.
After reviewing international trends and the current situation of civil service in Taiwan, this paper proposes reform recommendations. First, review the workforce structure and the quota limit of public employees set by Central Government Agency Personnel Quota Law. Second, carry out examination reform including staged examination, oral tests for all, streamlining professional subjects of the examination and examination categories and levels. Third, legalize the proposed amendment of articles on Civil Service Performance Evaluation Act. Fourth, build a senior civil service team for the Executive Yuan.
Keywords: civil service, senior civil service, recruitment, selection, pay, performance review, workforce planning, competency, retirement