為何公務人員不接受考績乙等？設計思維下的議題重構與創新

Why Do Civil Servants not Accept Grade Yi Ratings in Performance Appraisals? Issue Reframing and Innovation under Design Thinking

我國公務人員考績制度長期遭受甲等浮濫，而公務人員卻抗拒考列乙等之困局折磨。政府權宜地實施甲等比例設限遏止浮濫，卻沒有解決問題。本研究以設計思維途徑重新建構問題框架，將問題聚焦在：為何公務人員不接受乙等？透過針對公務人員實施的情境式問卷進行回溯性推理，以及針對臺灣、香港兩地文官與老師的作文評核實驗，本研究發現臺灣可能普遍存在對乙等之偏見，認為乙等是表現不良的符號。這是理性假設及一般人力資源管理理論無法解釋的現象。基此，政府有必要重新設計考績列等之選項，而非僅是在現有「甲乙丙丁」的框架下調整設計。

In Taiwan, there has long been a dilemma between the inflation of Jia grades in civil service appraisals, and civil servants' resistance to being rated grade Yi. The government has expediently imposed a cap on the proportion of Jia grades, but this has not resolved the problem. This study adopts a design thinking approach to reframe the issue, focusing on: Why do civil servants not accept grade Yi ratings? Through the administration of a situational survey for abductive reasoning and an essay-rating experiment involving civil servants and teachers in Taiwan and Hong Kong, this study finds that a bias possibly exists in Taiwan against grade Yi ratings, as it is considered to be a symbol of poor performance. This phenomenon cannot be explained by assumptions of rationality or any theories of human resource management. Accordingly, the government should redesign the grading categories instead of adjusting the existing designs of ''Jia, Yi, Bing and Ding.''