台湾公务员绩效考核研究.docVIP

台湾公务员绩效考核研究 摘 要 海峡两岸在文化背景、制度变迁上有很大的共同点,因此,对于台湾的公务 员绩效考核进行研究,有助于我们检讨、改进大陆的公务员绩效管理方法,提升 我国的公务员绩效考核水平。 本文提出了公务员绩效考核的研究模型,作为本文研究台湾公务员绩效考核 的基础,同时也作为将台湾公务员绩效考核体系与世界其它公务员绩效考核体系 进行对比的工具。台湾公务员绩效考核继承了国民党在大陆执政时期一年一考 核、考核中注重工作绩效的思路,经过了半个多世纪的变迁,针对考核中出现的 问题不断进行修正,日渐成熟。 今日的台湾公务员绩效考核体系,将定期考核与不定期考核相结合。考核中, 沿着清晰的考核流程的规定,由主管根据工作、操行、学识、才能四个维度对于 下属予以评分,确定考核等次。在确定等次的过程中,注重关键事件法对于考核 结果的调整作用。为了保证考核过程的公正性,台湾公务员考核体系设置了考核 救济的环节,保障公务员的合法权益。 与不同国家和地区的公务员绩效考核体系相比,台湾公务员绩效考核要在考 核指标的客观性上有所改进,对考核优等的人数要有所限制,同时要注重考核中 绩效沟通的环节,将考核结果与公务员培训等相结合。同时,通过对比我们也发 现,台湾的公务员救济制度相对来说是比较先进的。 台湾现行的公务员绩效考核在运作过程中,会出现主观因素过大、考核指标 的设计缺乏针对性、考核结果甲等人数过多,缺乏绩效沟通的环节、考核结果未 与培训等发展型功能挂钩,考核救济的实施有一定难度等问题。通过对于台湾公 务员绩效考核的研究,本文认为对大陆改进自身公务员绩效考核的借鉴意义主要 在增加考核等次、丰富考核种类、引入关键事件法和开展考核救济四个方面。关键词:公务员;绩效考核;台湾 Abstract Considering the large common points between Taiwan and Mainland on culture background and constitutional changes, study on Civil Servant Performance Appraisal in Taiwan is helpful for the Mainland to check and improve our method, and upgrade our level on itA kind of study model of civil servant performance appraisal is picked out in the paper, as the base of the study, and the tool of comparing the systems between Taiwan and the Mainland. System in Taiwan inherits the way of KMT’s works, which were one appraisal per year, and paid attention to the performance in their period. After a half century, the system was more and more grown up by a lot of correctionsToday, in the system of Taiwan, regular appraisals and irregular appraisals are combined. Directors give their civil servants different grades by four aspects, which are work, behavior, knowledge and capacity. And the appraisal flow is clear. In this course, how the key events change the result of appraisal is paid more attention. To be honest, the system adds the tache of remedy to ensure civil servants’ rightsCompared to different countries and regions, system of Taiwan civil servant performance appraisal has been approved in appraisal i