台、美、日三國公務人員俸給制度之比較分析   全文下載

A Comparative Analysis of Civil Service Pay System among Taiwan, the USA, and Japan

在全球化競爭的時代，政府本身便像是一個大企業，指揮公務大軍推動國家各項建設，與他國在世界舞台上一爭高下。企業吸引人才，首要的莫過於薪資待遇。同樣的，為求國家整體政務之順利推展，公務人員享有合理而優渥之待遇，為延攬人才的第一要務。
自兩千年以來，世界各先進國家莫不積極推動政府再造工程，我國亦是如此。改善公務人員的待遇，取得與民間企業保持某種薪資上的平衡，並使期公平化、制度化、標準化，在吸收優秀人才與顧及國家整體社會經濟發展上尋求通盤的制度性考量，應是政府在訂定政策的重要準則，美國與日本皆是如此，但我國由於長期之結構性因素在短期內難以移植他國經驗。在其他部分，例如俸給表或績效俸給制度的建立，台灣亦有傳統龐大的負擔而不易學習他國模式。
本文分析了美國與日本公務人員之待遇結構，以求了解先進國家相關制度以為借鏡，期能作為我國公務人員薪資結構革新之參考。

In the era of globalization, the government itself can be compared to a corporation, which needs to command its bureaucracy to implement its policies in order to compete with other nations on the global stage. Just as it is essential for a corporation to provide reasonable stipend to attract new talents, for a state to prosper, it is important for it to realize the need to provide attractive stipend for it to recruit new bureaucrats.
Similar to other nations, since the turn of the century, Taiwan also has been reinventing government. The administration must take both absorbing new talents and the overall economic performance of the state into account. While having the two dogma in mind, it ought to arrive at new policies to balance the bureaucrat’s stipends to bring it to par with private enterprises to thereby arrive at an equalized, institutionalized, and normalized payment system. While this is the case in both the United States and Japan, Taiwan has limitations stemming from long term structural impediments that make it incapable of immediately adapting other nations’approach. In other parts, such as the establishment of salary schedule and performance-based pay, Taiwan also has the same difficult position.
Finally, with this article analyzing the civil service pay systems of the United States and Japan, it is in hopes to be a reference to Taiwan’s reform pay system.