我國公部門身心障礙者定額進用實施之多面向檢視

The implementation of disability employment quota system in the public sector in Taiwan: A multi-dimensional examination

我國公部門實施強制性身心障礙者定額進用制度已有20多年，但卻少有整體性的實證資料加以檢視，因此本文就該制度之法規沿革與實施概況進行研究。本文首先探討定額進用制度的法規沿革；其次，以統計與行政資料分析歷年及公部門不同類屬單位之定額進用情形；第三，對用人單位與進用人員進行問卷調查，瞭解政策利害關係人對定額進用制度的看法。主要研究發現：（一）公部門用人單位大都已達到定額進用率，但往往偏向於被動地執行政策，且易產生進用停滯現象；（二）用人單位對於該制度著眼於行政效能問題，進用人員則關注於自身工作機會保障。本文最後根據研究結果，提出相關政策建議。

The compulsory employment quota system for people with disabilities has been implemented in Taiwan for more than 20 years. However, a comprehensive examination about the policy adopted in the public sector has not yet been conducted. This research is therefore aimed to explore the execution of the disability employment quota system by examining the legislative development, the performances in different years and across different sub-sectors, and the opinions of policy stakeholders towards the system. The main findings of this study are as follows. (1) Most public organizations had achieved the target of the quota, though implementing the policy passively. (2) Policy stakeholders had different viewpoints regarding the quota system. The human resource divisions in public organizations.