建構績效導向的考績制度   全文下載

Building Performance-Oriented Rating System

運用績效管理理念及方法，有效提升組織之效能，已成為今日全球先進的公私部門之管理利器。考績制度在整個文官法制體系中，居於樞紐地位，理應建構於績效導向之上，有關其法制之研修，應兼顧學理與實務，並講究可行之步驟，方能有成。
本文認為首先應增進考績制度之功能，包括：導正考績宗旨、調整考核項目，以及增列團體績效之考核。其次，要活化考核的技術，包括：簡併基本考核方法、賦予各機關自定考核技術之權限，以及辦理考核人員訓練。第三，要健全考核的基礎，包括：加強職務管理、落實平時考核，以及實施考核面談。最後，則應善用考績之結果，包括：改進與俸給之結合、考績獎金之重行定位設計、與升遷及培訓之配套，以及強化淘汰機制。此外還要經由績效導向組織文化的塑造，始能使此良法美意，獲得實踐落實。

It has become a management talisman for many advanced departments in government agencies or private companies all over the world to implement the concept and method of performance rating as a way to effectively improve organization efficiency. The system of performance rating has a key position among the overall civil service system, so it is reasonable to be built on performance orientation. The study on its related system should consider both theories and practice and its feasibility must be taken into consideration as well.
This study thinks that functions of performance rating system should be increased first, including modifying performance rating purpose, adjusting rating items, increasing rating of group performance. Secondly, rating techniques should be more flexibly used, including combining and simplifying basic rating methods, empowering authority of each agency to decide their own rating techniques, and giving training to rating personnel. Thirdly, the foundation for rating must be advanced, including strengthening capacity management, putting rating ordinarily into practice, and giving rating interviews. Finally, the rating results must be made good use. It includes improving its combination with pay, repositioning design of rating bonuses, matching with promotion and training, and strengthening of elimination system. In addition, the establishment of an organization culture with performance orientation is the way to make the above to be realized and really put into enforcement.