升簡任官等訓練的績效評估：投資效益性和平等就業機會

Performance Evaluation on the Senior Rank Promotion Training Program 2011-2020: Training Effectiveness and Disparate Impact

1996年實施升簡任官等訓練後，及格者方可升任，影響公務人員生涯發展和機關用人極大。本文分析2011-2020年這項訓練的長期執行結果，顯示兩個重要發現，第一，訓練並未產生顯見的管理投資效益性，七成通過者迄今仍未獲陞遷，自然沒有機會實際應用任何學習內容，造成投資報酬率低。第二，訓練對某些特性公務人員產生統計上的歧視效果，男性、非主管、年齡較高者和技術類職系都有顯著較高不及格率，不及格率係數高出相對特性者的比值在1.25以上，已超出美國實務使用五分之四法則的容忍區域之外。既然法定性訓練沒有產生正面益性，卻有歧視效果性，本文認為應該廢除這項訓練，另採其他方法，才符合人力資源管理和憲法平等權的平等就業機會期待。

Civil servants must pass the promotion training to be promoted to the Senior Rank position since a new law was enacted in 1996. This paper evaluates the performance of this mandatory training program from 2011 to 2020. Results show that the training has not yielded significant training effectiveness and has very low return on investment. About 70% of participants who had passed the program have still not yet been promoted to apply whatever they have learned and that represents a very low ROI. This study also finds that the training program, on the contrary, does produce disparate impact on civil servants who are male, elders, non-managerial and technical-type employees. The fail rate of these groups is significantly higher than those of their counterparts which violates the fourth-fifth rule of employment selection. The paper finally asserts that this mandatory training program should be abolished and replaced by any new selection method[s] that can enhance development effectiveness and avoid the occurrence of disparate impact.