法學期刊.
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論著名稱: 公務人員績效俸給制度之研究-兼論公務人員獎金法制化(The Research on Civil Service’s Remuneration System Based on Performance and Legalization on Relevant Bonuses Providing)
編著譯者: 馮惠平
出版日期: 2012.03
刊登出處: 台灣/國會月刊第 40 卷 第 3 期 /36-52 頁
頁  數: 14 點閱次數: 1753
下載點數: 56 點 銷售明細: 權利金查詢 變更售價
授 權 者: 馮惠平
關 鍵 詞: 績效俸給年終工作獎金考績獎金再授權禁止原則信賴保護原則公開資訊
中文摘要: 我國從民國 92 年開始實施績效獎金及績效管理計畫,依計畫規定得分別依工作績效,發給機關首長、單位及個人績效獎金,惟實施短短三年,即告終止。細究其失敗原因多端,其中最重要者乃在於該計畫未能法制化,致遭立法機關以各機關員工已領有年終工作獎金、考績獎金及不休假獎金,不應再編列績效獎金為由,刪除其預算,可見公務人員俸給權益(包含績效獎金)法制化的重要性。故本文認為有關公務人員績效俸給宜予類型化,並基於一事一法之原則,依公務人員俸給法及相關各種法令規定,劃分為績效「俸」與績效「給」兩大區塊,再依現有各項機制內容與運作狀況,予以論析,逐項檢視是否符合俸給法定原則,並期待公務人員基準法草案通過後,其授權訂定之公務人員獎金發給辦法,能切實檢討,藉由此一法制化手段,使各類個別性獎金不再淪為固定給與或變相加給,進而達到人員激勵效果,提昇工作效能。
英文關鍵詞: performance-oriented remunerationyear-end work bonusappraisal bonusthe principle of prohibiting re-authorizationthe principle of protection of reliancethe open information
英文摘要: The civil service’s remuneration system based on Performance with relevant bonuses providing was started by the ROC government in 2003. According to this program, bonuses can be paid separately to the heads, the inner unit, or individuals in most government agencies based on their work performances. However, this program lasted for only 3 years and was terminated in 2006. Although many clauses can explain how it failed, the most significant one is that we never made it legalized, which actually makes our parliament , The Legislative Yuan believe that the funding for performance bonuses for civil service is no more necessary because they received the year-end work bonuses, appraisal bonuses, and non-leave bonuses. And this really demonstrates the importance of legitimizing the system for civil service’s benefits on remuneration (including the performance bonuses).
Accordingly, it is necessary for us to categorize the current scheme for Civil Service’s performance-oriented remuneration, just like the remuneration for civil service can be compose of two parts legally, the permanent pay and the premium. Therefore, this article will adopt the similar theory to interpret our civil service’s bonuses system first, then analyze and review its current practice, and finally discover whether the practice violate the rule of civil service’s remuneration legalization or not.
Finally, this article will introduce the draft of the Civil Service Standards Act and analyze its influences especially on potential contribution for making our civil service’s remuneration system legalized, for it is well expected that through this act’s authorization on the government agencies to make more realistic regulations , the bonuses will be paid more precisely and fairly, and truly based on performance, which will substantially enhance our civil servants’ morale, and make the government more efficient.
目  次: 壹、引言
貳、俸給法定原則
參、績效俸給的類型與實務運作
一、績效「俸」部分
(一)考績晉級
(二)考績升等
(三)專案考績晉級
二、績效「給」部分
(一)一般考績獎金
(二)專案考績獎金
(三)未休假加班費(前身為不休假獎金)
(四)特殊績優公務人員獎金
(五)年終工作獎金
(六)個別性獎金
肆、各類績效俸給法制化之檢視
伍、公務人員獎金法制化的期待
一、不得違反再授權禁止原則
二、檢討各類人員獎金簡併
三、規劃合理之緩衝期限
四、訂定追繳條款及罰則
五、公開資訊
陸、結語
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