新加坡何以能延攬「才德兼備」的一流政務人員—「高薪養賢，厚祿養廉」待遇制度的啟示

Abstract

如何延攬、留用及激勵優質而才德兼備政務人員，是各國政府不變的企盼。新加坡政府採用薪資管理理論與實務中著名的比較原則（comparability principle），規劃設計了一套足以延攬「才德兼備」政務人員的待遇制度，並以知名的一九九四年《以具競爭性薪金建立賢能廉潔政府－部長與高級公務員薪金標準》白皮書，著稱於世。本文簡介政務人員待遇制度內涵及決定特質，檢視我國政務人員職務特性與待遇水準，並分析新加坡延攬政務人員的待遇制度特色，其待遇之高，固足稱羨，但更值得借鏡的是高薪制度背後的一、誠實面對人性的假定；二、制度化的調薪機制及三、透明化的待遇內涵等啟示。

To attract, retain and motivate political appointees with talent and virtue is always a challenge to each government. In 1994, Singapore government adopted the comparability principle in the salary management theory and practice and issued a world-famous white paper on the salary criteria for ministers and senior civil servants, with the intention of ensuring the honesty and efficiency of the government through raising the salary criteria for political appointees. The purpose of this article is to briefly introduce different salary systems for political appointees, analyze the job characteristics and the salary level of the political appointees in Taiwan, and draw lessons from Singapore’s experience. What can be learned from Singapore’s high salary system for political appointees are as follows: honestly face the assumption of the human nature, establish a systematic salary adjustment mechanism and make the salary system transparent.