政府薪資績效化的政策設計

Abstract

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.