國家菁英 No.45 第 12 卷第 1 期 Case Study on Selection Process and Methods of Taiwan National Public Employees Comparing with International Experie

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1 從國際經驗檢視我國公務人員考選流程和方法之改革分階段考試的規劃彭錦鵬 * 摘要有四關鍵字 : 文官制度考選甄募臺灣人力公部門公務人員 * 中央研究院歐美研究所副研究員國立臺灣大學政治學系暨公共事務研究所副教授 (Associate Research Fellow, Institute of European and American Studies, Academia Sinica, Taiwan; Associate Professor, Department of Political Science, National Taiwan University) 19

公共事務研究所副教授 (Associate Research Fellow, Institute of European and American Studies,

2 國家菁英 No.45 第 12 卷第 1 期 Case Study on Selection Process and Methods of Taiwan National Public Employees Comparing with International Experience Abstract Thomas Ching-Peng Peng National governments are facing a fast changing environment of globalization and networking technology that requires streamlining of public workforce and reform of recruitment system of the civil service. Taiwan civil service, long being recognized as open and fair, needs to be reformed of selection validity of public officials. Ministry of Examination convened a series of seven meetings in preparation of the stage examination initiatives in The discussion process is analyzed and the conclusion presented. Recommendations for future reform are proposed as follows: 1. Full communication with related stakeholders about concept changing of examination subjects. 2. Review of the second stage professional examination subjects. 3. Oral examination should be a required process of selection. 4. Streamlining of the categories of public employee selection system. Keywords: Civil Service, Recruitment, Selection, Taiwan, Workforce, Public Sector, Public Employee 20

changing environment of globalization and networking technology that requires streamlining of public workforce and reform of recruitment system of the civil service.

3 壹前言貳國外考選方法的改革趨勢一 OECD 國家公務人力規劃和甄選的重點趨勢 OECD 1980 OECD, % 40% [OECD, 2013: 6] OECD 70% 40% % 42% OECD, 2013, p. 5 OECD, 2013, p. 9 21

2004 2008 50 50% 40% [OECD, 2013: 6] OECD 70% 40%

4 國家菁英 No.45 第 12 卷第 1 期 OECD, 2013, p. 17 OECD OECD, 2013, p 二英美日韓中國大陸等國考選方法的共同特徵 21 OECD 五 5 OECD, 2004 OECD OECD

5 三日本公務人員考試制度改革 Kudo,

6 國家菁英 No.45 第 12 卷第 1 期 /9 四韓國公務人員考試制度改革韓國公務人員考試制度改革內容根據臺灣競爭力論壇學會周延助理研究員翻譯提供基本資料所撰寫 24

8 國家菁英 No.45 第 12 卷第 1 期 TEPS G-TELP FLEX 參我國公務人員分階段考試規劃過程一我國考選方法之檢討 85 work sample tests, 0.54 structured interviews, 0.51 mental ability tests, unstructured interviews, 0.38 biographical data measures, 0.35 reference checks, Schmidt and Hunter, 1998, p

5 5 2015 4 參我國公務人員分階段考試規劃過程一我國考選方法之檢討 85 work sample tests, 0.

9 MSPB, 2005: % % 3 91% 4 89% 5 77% 6 62% 7 59% 8 47% 9 36% 10 23% , pp

10 國家菁英 No.45 第 12 卷第 1 期二分階段考試之個案我國 87 年至 94 年 ( ) 實施之分試, 其第一試包括綜合知識測驗與專業知識測驗, 並不包括邏輯推理與資料分析綜合知識測驗除數的推理外, 基本上仍為傳統專業學科內容高考三級第一試包括綜合知識測驗與專業知識測驗綜合測驗的比重為 50%, 應試科目包括中華民國憲法英文法學緒論本國歷史數的推理地球科學等 6 科專業知識測驗的比重同樣為 50%, 各科別均列考專業科目 2 科普通考試第一試包括綜合知識測驗與專業知識測驗綜合知識測驗的比重為 50%, 應試科目包括中華民國憲法法學緒論本國歷史數的推理地球科學等 5 科專業知識測驗的比重同樣為 50%, 各科別均列考專業科目 1 科 28

級第一試包括綜合知識測驗與專業知識測驗綜合測驗的比重為 50%, 應試科目包括中華民國憲法英文法學緒論本國歷史數的推理地球科學等 6 科專業知識測驗的比重同樣為 50%, 各科別均

11 % %

12 國家菁英 No.45 第 12 卷第 1 期

13 %

14 國家菁英 No.45 第 12 卷第 1 期 Q&A 肆我國公務人員分階段考試規劃過程問題之分析

15 伍結論 1980 OECD

16 國家菁英 No.45 第 12 卷第 1 期參考資料 Kudo, H. (2011). Changing Competences of Civil Services: What Capacity Building Needed? Paper presented at the International conference on Training of Senior Civil Servants, July 25-26, 2011, Department of Political Science, National Taiwan University, Taipei. Melchor, H. O. (2013). The Government Workforce of the Future: Innovation in Strategic Workforce Planning in OECD Countries. OECD Working Papers on Public Governance, No. 21. Paris, France: OECD. OECD. (2004). Trends in human resources management policies in OECD countries: An analysis of the results of the OECD survey on strategic human resources management. Paris, France: OECD. Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 24, 2: U.S. Merit Systems Protection Board (MSPB). (2005). Building a high-quality workforce: The federal career intern program. Washington, D. C.: U. S. Merit Systems Protection Board September December April December January March November 3 34

The Government Workforce of the Future: Innovation in Strategic Workforce Planning in OECD Countries. OECD Working Papers on Public Governance, No. 21. Paris, France: OECD. OECD. (2004).

17 2012 October , 1:

PROSPECT & EXPLORATION 第 14 卷第 4 期中華民國 105 年 4 月貳中央 ( 全國 ) 對臺工作會議 3 1990 12 1998 5 2004 7 1990 12 6 7 3 1991 1 22 1991 4 1998 5 11 13 5

PROSPECT & EXPLORATION 第 14 卷第 4 期中華民國 105 年 4 月貳中央 ( 全國 ) 對臺工作會議 3 1990 12 1998 5 2004 7 1990 12 6 7 3 1991 1 22 1991 4 1998 5 11 13 5 中共對臺工作會議類型探析 An Analysis of Types of CPC s Conferences on Taiwan Affairs 郭瑞華 (Kuo, Jui-Hua) 展望與探索月刊研究員壹前言 2016 2016 2 2 1 2 1 2016 人民日報 2016 2 3 1 2 臺灣工作年鑑 1989-2002 2004

國 家 菁 英 No.45 第 12 卷 第 1 期 Case Study on Selection Process and Methods of Taiwan National Public Employees Comparing with International Experie

國家菁英 No.45 第 12 卷第 1 期 Case Study on Selection Process and Methods of Taiwan National Public Employees Comparing with International Experie