政府薪資績效化的政策設計

A Performance-Related Pay System Design in the Public Sector of Taiwan

10.30409/JPA.200603_(18).0003

施能傑(N. Jay Shih)

政府薪資 ； 策略性薪資理論 ； 績效薪資 ； Performance-related pay ； strategic pay ； government pay policies

公共行政學報

18期（2006 / 03 / 01）

51 - 84

繁體中文

政府薪資政策與策略必須具有清楚及聚焦的方向性，俾能扮演員工溝通與行為塑造的有效工具，然而，台灣政府部門長久以來卻仍鮮少討論薪資的策略定位。本文先簡述薪資政策的策略理論，並說明各國政府薪資策略轉向績效導向。接著，採用長時間資料的分析顯示，台灣政府部門薪資水準內在衡平性與外部競爭性的問題不大，如何讓薪資與績效更適當結合，才是現階段應該重視的薪資策略方向。最後，討論重點旨在論述行政部門薪資必須重新建構績效化內涵的必要性，以及如何實踐薪資績效關聯化的重要方向及作法。

Government compensation policy needs to have a clear strategy and direction in order to yield the effect of effective communication and employees' behavioral modification. However, it often has not been the case in Taiwan where strategic issues are seldom discussed. This paper first suggests the theory of strategic pay and review pay polices developed and changed in many other OECD countries. Then, the author argues strongly, with the results of empirical analysis, that linking pay with performance more tightly shall be the major strategic choice of pay policy in Taiwan. Finally, this paper proposes the way in which several important policy changes needed to be taken in order to achieve the goal of performance-related pay system.

1. 彭錦鵬(2003)。英國公部門薪俸制度改革的經驗與檢討。政治科學論叢，18，71-100。
   連結：
2. Ammons, D. N.(1996).Municipal Benchmarks: Assessing Local Performance and Establishing Community Standards.Thousand Oaks, Calif.:Sage.
3. Beer, M.,Mark D. C.(2004).Promise and peril in implementing pay-for-performance.Human Resource Management,43(1),3-48.
4. Behn, R. D.(2001).Rethinking democratic accountability.Washington, D.C.:Brookings Institution Press.
5. Crandall, N. F.,Wallace M. J.,Howard Risher (ed.)(2000).Aligning Pay and Results.New York:AMACOM.
6. Flannery, T. P.,Hofrichter, D. A.,Platten, P. E.(1996).People, performance & pay: dynamic compensation for changing organizations.New York:Free Press.
7. Gabris, G. T.,Mitchell, K.,McLemore, R.(1985).Rewarding Individual and Team Productivity: The Biloxi Merit Bonus Plan.Public Personnel Management,14,231-244.
8. Gerhart, B.,Sara L. Rynes (Ed.)(2000).Compensation in Organizations: Current Research and Practice.San Francisco:Jossey-Bass.
9. Gomez-Mejia, L. R.,David B. B.(1992).Compensation, organizational strategy, and firm performance.Cincinnati, Ohio:South-Western.
10. Gross, S. E.(1995).Compensation for teams.New York:AMACOM.
11. Gupta, N.,Howard Risher,Charles H. Fay,Associates(1997).New Strategies for Public Sector.San Francisco:Jossey-Bass.
12. Hatry, H. P.(1999).Performance measurement: getting results.Washington, DC:Urban Institute Press.
13. Henderson, R. I.(1997).Compensation management in a knowledge-based world.Upper Saddle River, NJ:Prentice-Hall.
14. Heneman, Robert L.(1992).Merit pay: linking pay increases to performance ratings.Reading, Mass.:Addison-Wesley.
15. Ingraham, P. W.,Selden, S. C.,Moynihan, D. P.(2000).People and Performance: Challenges for the Future Public Service.Public Administration Review,60,54-60.
16. Jenkins, G. D.(1992).Skill-based pay: practices, payoffs, pitfalls and prescriptions.Scottsdale, AZ:American Compensation Association.
17. Kellough, J. E.,Lu, H.(1993).The Paradox of Merit Pay in the Public Sector.Review of Public Personnel Administration,8(2),45-64.
18. Kochanski, J. T.,Risher, H.,Howard Risher (Ed.)(2000).Aligning Pay and Results.New York:AMACOM.
19. Kohn, A.(1993).Punished by Rewards.New York:Houghton Mifflin.
20. Lawler, E. E.(1990).Strategic pay.Jossey-Bass:San Francisco.
21. Lawler, E. E.(1981).Pay and organizational development.Reading, Mass.:Addison-Wesley.
22. Lawler, E. E.(2000).Rewarding excellence: Pay strategies for the new economy.San Francisco:Jossey-Bass.
23. Lawler, E. E.(2003).Treat people right.San Francisco:Jossey-Bass.
24. Lawther, W. C.,Benerdin, H. J.,Traynham, E.,Jennings, K.(1989).Implications of Salary Structure and Merit Pay in the Fifty American States.Review of Public Personnel Administration,9,1-14.
25. Marshall, N.(1998).Pay-for-Performance Systems: Experiences in Australia.Public Productivity & Management Review,22,403-418.
26. Martocchio, J. J.(2001).Strategic compensation: A human resource management approach.Upper Saddle River, N.J.:Prentice-Hall.
27. Milkovich, G. T.,Jerry M. N.(1999).Compensation.Homewood, Ill.:Irwin.
28. Milkovich, G. T.,Wigdor, A. K. (Ed.)(1991).Pay for performance: Evaluating performance appraisal and merit pay.Washington, D.C.:National Academy Press.
29. Murphy, Kevin R.,Cleveland, J. N.(1995).Understanding performance appraisal: social, organizational, and goal-based perspectives.London:Sage.
30. National Academy of Public Administration(2004).Recommending performance-based federal pay.Washington, D.C.:NAPA.
31. Odden, A.,Kelley. C.(2002).Paying teachers for what they know and do.Thousand Oaks, CA:Sage.
32. OECD(2000).Summary ofthe pspe data analysis and future direction for HRM data collection.Paris:OECD.
33. OECD(1993).Private pay for public work: performance-related pay for public sector managers.Paris:OECD.
34. OECD(1993).Pay flexibility in the public sector.Paris:OECD.
35. OECD(1997).Performance pay schemes for public sector managers.Paris:OECD.
36. OECD(1994).Public service pay determination and pay systems in OECD countries.Paris:OECD.
37. Osborne, D.,Peter H.(2004).The price of government.New York:Basic Books.
38. Osborne, D.,Ted G.(1992).Reinventing government.New York:Plume.
39. Perry, J. L.(1986).Merit Pay in the Public Sector: The case for a failure of theory.Review of Public Personnel Administration,7,57-69.
40. Plachy, R. J.,Sandra J. P.(1999).Building a fair pay program: A step-by-step guide.New York:AMACOM.
41. Risher, H.(2004).Pay for performance: A guide for federal managers.Washington, DC:IBM Center for the Business Government.
42. Risher, H.(2002).Pay-for-Performance: The Keys to Making It Work.Public Personnel Management,31,317-333.
43. Risher, H.(1999).Are Public Employers Ready for a "New Pay" Program?.Public Personnel Management,28,323-343.
44. Risher, H.,Charles H. F.,Associates.(1997).New strategies for public pay: Rethinking government compensation programs.San Francisco:Jossey-Bass.
45. Risher, H.,Randow C. E.(1998).Public sector compensation: An overview of present practices and emerging trends.Scottsdale, AZ:American Compensation Association.
46. Shaw, J. D.(2005).Success and Survivial of Skill-Based Pay Plans.Journal of Management,31,28-49.
47. Thompson, J. R.,LeHew, C. W.(2000).Skill-based Pay as an Organizational Innovation.Review of Public Personnel Administration,21,20-40.
48. U.S. Office of Personnel Management(2002).A fresh start for federal pay: The case for modernization.Washington, D.C.:U.S. OPM..
49. U.S. Office of Personnel Management(2001).A handbook of measuring employee performance: Aligning Employee Performance Plans with organizational goals.Washington, D.C.:U.S. OPM..
50. Welbourne, T.,Gomez-Mejia, L. R.(1995).Gainsharing: A Critical Review and A Future Research Agenda.Journal of Management,21,559-609.
51. White, G.,D. Farnham,S. Horton (Ed.)(2000).Human Resources Flexibilities in the Public Services: International Perspectives.London:Macmillan Press.
52. Zingheim, P. K.,Schuster, J. R.(2000).Pay people right: Breakthrough reward strategies to create great companies.San Francisco:Jossey-Bass.
53. 丘昌泰(1998)。建立績效導向的公務員傳給政策：公共管理的觀點。空大行政學報，8，103-128。
54. 丘昌泰、江岷欽、陳柏羽(2001)。從西方經驗論建立我國績效待遇之可行性研究。行政暨政策學報，33，25-58。
55. 余致力、黃東益(1999)。有效激勵績優人力之策略：爲我國績效待遇制度催生。人事月刊，29(2)，32-40。
56. 吳定、施能傑(1993)。銓敘部委託研究報告銓敘部委託研究報告,台北市:銓敘部。
57. 林文燦(2003)。建構策略行動導向的績效管理模型－政府部門推動績效獎金暨績效管理制度的參考作法。空大行政學報，15，71-100。
58. 林文燦(2005)。落實績效獎金及績效管理制度的參考作法－建立一套兼具效度及公信力的績效評核機制。人事月刊，213，15-33。
59. 施能傑(1995)。績效傳給制度：概念理論與實踐理論的分析。考銓季刊，1，55-65。
60. 施能傑(2004)。建立組織績效管理引導員工績效評估的制度。考銓季刊，37，79-94。
61. 施能傑(2003)。文官體制改造與政府競爭力。民主治理與台灣行政改革研討會，台北:
62. 施能傑(1999)。美國政府人事管理。台北:商鼎文化。
63. 施能傑(2002)。行政院財政改革委員會委託研究報告。台北市:行政院財政改革委員會。
64. 施能傑(1994)。行政機關傳給政策：公平性理論的觀點。台北:洪葉文化。
65. 施能傑(2004)。行政機關績效管理與績效獎金研討會。台北:行政院人事行政局。
66. 許道然(1999)。不同待遇類型與待遇滿足感及組織公民行爲關係之研究。空大行政學報，9，349-386。
67. 陳世良、賴文儀(2003)。應用顧客關係管理強化薪酬設計之研究。台灣經濟金融月刊，39(7)，96-108。
68. 彭錦鵬(2005)。全球競爭下的高級文官新構想。考銓，42，18-43。
69. 諸承明、戚樹誠、李長貴(1996)。薪資設計之文回顧與評論：建立薪資設計四要素模式。人力資源學報，6，57-84。

1. 郭昱瑩(2019)。政策設計析論：長期照顧政策為例。文官制度季刊，11(2)，1-25。
2. 李信興(2011)。從家戶所得分配觀點檢視「 齊一公私立高中職學費」政策。學校行政，72，174-189。
3. (2015)。我國國民中小學教師薪資結構之探討：以級任教師導師費為中心。教育政策論壇，18(1)，139-166。