公務人員考績制度之功能發揮與檢討展望   全文下載

The Revealed Function and Prospective Discussion of the Performance System of Civil Service

公務人員考核績效，向為「人事行政」中不可忽視的一環，公務人員稱職與績效表現，皆影響總體組織目標之達成與政府施政品質之良窳，故政府為民服務之能力，有大半成敗機率握於廣大的公務人員手中，而考績制度係為考評公務人員的適任性，搭起了一道評量之標準線，故「獎優汰劣」實為考績制度最主要之目的。雖然考績甲等（含優等）比例設限為75﹪為既定之修法方向，惟仍希望主政者能多予思考設限後，考績之「行政性功能」與「發展性功能」可以並重，以彰顯公務人員考績之公平與正義。

The performance system of civil service is one of the important issues of personnel administration. Their suitable performance or not effects the whole organization's target and the quality of government's policy. Thus, the ability of government's service depends most on many of the civil service. The performance system not only evaluates the suitability of civil service but also sets up a standard line for them. The main goal of the performance system is to reward the superior and to eliminate the inferior. Although the limitation of the superior ratio (A＆A+) is 75 %, which is a fixed mend of law, the government officer should also consider the equal of administrative function and developmental function of the performance system. So that it can manifest the fairness and the justice of the performance system of civil service.