全球化競爭激烈浪潮下，績效管理成為企業界的重要工作。績效評鑑是績效管理核心，欲有效評鑑績效，必須設立完善績效指標。我國傳統上以刑案績效衡量警察工作效能，過度強調刑案績效數字，無法反映民眾對警察的期望，也影響員警勤務執行方向。2004年7月起，內政部警政署鑒於原有績效評鑑所產生之弊端，屢遭外界詬病，爲杜絕選擇性辦案弊病、提升破案績效及偵查品質、落實地區責任制，研擬訂定新偵查犯罪評鑑計畫，自2005年1月起試辦半年，並選擇台北市等11個警察局作為試辦單位。若成效良好，將擴大推行至各個警察機關。 因此，本研究期透過對新、舊制偵查犯罪評鑑計畫之探討，以提供警察機關日後修訂之參考。本研究以台北市警察局員警為調查對象，透過問卷調查與深度訪談質量並重方式進行研究。在問卷調查研究上，發出問卷560份，回收541份，有效樣本為426份，有效回收率為76.07％。深度訪談對象計有十一人，均為單位主官，或為評鑑計畫業務承辦人，對於「偵查犯罪績效評鑑制度」有深入瞭解。所得資料採描述性統計、T檢定、皮爾森積差相關、典型相關和歸納分析等方法加以處理。 研究發現如下： 一、 新舊制偵查犯罪績效評鑑制度各有其優點 二、 員警對新舊偵查犯罪績效評鑑制度瞭解度不足 三、 新偵查犯罪績效評鑑制度下，員警對於各項刑案的偵辦意願降低 四、 影響治安愈嚴重的刑案，員警偵辦意願愈高。 五、 員警對偵查犯罪績效評鑑制度的瞭解度愈高，對刑案之偵辦意願亦愈高 六、 新偵查犯罪績效評鑑制度對於弊端的改善，無太大成效 七、 對新偵查犯罪績效評鑑制度，員警多持觀望心態 八、 新偵查犯罪績效評鑑制度主觀分數比例偏高，公正性受質疑 九、 新偵查犯罪績效評鑑制度以偵破總件數作為評鑑基準，仍無法完全破除「選擇性辦案」弊病 十、 新偵查犯罪績效評鑑制度之「重點專案工作」配分太低，影響偵辦意願 十一、 新偵查犯罪績效評鑑制度未納入犯罪預防工作，有欠周詳 十二、 新偵查犯罪績效評鑑制度要求全方位績效，員警不能專才專用 十三、 「跨轄偵辦」不受制度變更影響 研究建議如下： 一. 加強對偵查犯罪績效評鑑制度之宣導工作 二. 融合新舊制偵查犯罪績效評鑑制度優點，修訂評鑑方式 三. 評鑑制度修訂時，能納入專家、學者與基層員警意見 四. 重新考量新偵查犯罪績效評鑑制度評鑑項目配分 五. 預防績效能列入評鑑制度項目 六. 訂定適當之個人績效評鑑方式，供各單位參考選用 七. 不同單位評比方式要能多元化 八. 因應社會治安，彈性機動調整刑案配分 九. 評鑑制度應公正、公平、正確 十. 績效評鑑結果應與獎懲制度相結合，以激勵員警士氣 關鍵字：績效評鑑、偵查犯罪績效評鑑制度 / Strike by global vicious competition wave, performance management has become the most important task in entrepreneurial domain. Performance review is the core of performance management. Needless to say, in order to get a validate and efficient review, the parameter of performance review index has to be carefully implemented. As for police officer, performance review was measured solely upon the accumulation of criminal cases have been solved. Under this particular decipherment, neither has fulfilled people’s expectation, nor directed officers on the optimal execution. National Police Agency, Ministry of The Interior, has launched a new performance review index since June, 2004. It’s main purposes are to prevent the pitfalls from the old index, diminish crime case selectivity, increase both case resolution rate and investigation quality, and solidify borough responsibility. It starts off from eleven police stations in Taipei and set the pioneer project for six months from the beginning of 2005. Should the project go well, it will eventually implement nationwide. Thus, this research provides reference for further modification if needed. The research is cross examined by both quantitative (questionnaire) and qualitative (in-depth interview ) measurements. The participants are police officers who current work in Taipei city. On questionnaires part, 541 copies has been collected out of 560 , and 426 valid ones, make validation rate up to 76.07%. As for in-depth interview, there are eleven interviewees, including sheriffs and new project related officers, who acquire better knowledge about the new index project.. All the data has been processed by descriptive statistics, T-test, Pearson’s r, canonical correlation, and systematic analysis accordingly. Findings 1. It contains strengths and weakness at both new and old performance review systems, in terms of crime case resolution rating. 2. Police officers have little comprehension on both review systems. 3. Under the new review index, police officer has lower interests handling criminal cases. 4. As imposing more severe threat on security, the police officer is relatively more devoted to investigation. 5. The more understanding on review system, the more efficient officer hand on the case. 6. There is little efficacy of improving the existing problems. 7. Most police officers are more like spectators, not participating much. 8. New review index includes more subjective scorings and invites severe challenge on justification. 9. New review index is based on sum of crime cases resolved, that doesn’t stop case selectivity. 10. The score on “Special Project” is too low in new review index which effects the degree of devotion. 11. New review index failed to include the crime prevention intervention. 12.New review system neglects the individual specialty, instead, emphasizes on overall common practice, that depresses officers expertise and makes a biased performance review. 13.“ Cross jurisdiction investigation” stays intact. Suggestions 1. Propagate the performance review system. 2. Re-mix the advantages extract from both systems, and modify on the review method. 3. Combine the voice of experts, academic professionals and basic police officers for rectification. 4. Reconsider the scoring system to match the perspective items. 5. Includes prevention invention on the item list. 6. Customize the appropiate individual rating chart for varying departments. 7. Multi-function evaluation to suit various departments demand. 8. Remain scoring flexibility according to security status. 9. The essence of review system should be justice, fair and correct. 10. Intermingle the result of performance review with award/punishment system to further inspire the officers. Key words:

二次世界大戰後，隨著工業化和現代化的發展，帶動全球「新經濟」市場之發展，建構出「新民主」之理念，弱化傳統國家之主權觀念，也對行政權運作產生實質而具體之衝擊。行政法人化則是行政組織變革之新興議題。本研究包含六章節： 第一章說明研究動機、目的、研究方法與架構以及重要文獻回顧。 第二章釐析各國政府改造之基礎理念－新公共管理論，並概述思潮所及，美英德日及我國依循著效率精神組織變革各有風貌，包括組織結構、營運效能、監督機制等各面向。 第三章從傳統公法人之理論作出發，以比較法觀點探討先進國家公法人及類似組織體之機制。德法規劃公法人，英國建構Agency與NDPB提升效率，取代傳統政府功能；日本創立獨立行政法人強化效能，以及其他類似組織體如美國政府法人。 第四章闡明我國行政法人制度建置理念，並敘明我國行政法人法草案之開展。 第五章運用案例分析介紹國立中正文化中心、科學工業園區及國家教育研究院之行政法人化，並以美國公立學校董事會與日本國立大學法人制度為背景，說明我國國立大學法人化之歷程，以及比較分析政大、成大之法人化構思。 第六章綜合前揭剖析，筆者最後提出結論及建議。 / Following the realization and Through the industrialization and modernization of the post World War II era, the global economic market was led into a “new economy” epoch. This development not only established the new concept of the democracy, but also weakened the traditional acknowledge of the national sovereignty. Furthermore, this phenomenon also affect substantially on the existing administrative powers and operation. Administrative Incorporation, herein, become a new current and issue for the reform of administrative organization. This research consists of six chapters： Chapter One demonstrates the motivation, objectives, approaches, the literature review, and the outlined structure of this study. Chapter Two aims at analyzing the basis perspective of government reform－the New Public Management (NPM) theorem. Here will also describe how the United States, the United Kingdom, German, Japan and Republic of China (Taiwan), under the flows of the NPM, undertake their administration reformation for more efficiency in different scenario. The issues involve with organization structure, operation efficiency, and the performance evaluation etc. Chapter Three starts from the research of the traditional public incorporation theory. It provides a comparative approach on the public incorporation system and other quasi organizations in developed countries. Secondary, here will quote some examples to illustrate the theory. For instance, how the German and France designed their public cooperation as a correspondence intermediary to deal with the getting complicated public affairs. How the U.K set up Agency and Non-departmental Public Body (NDPB) to improve the efficiency and to take over the traditional government enforcement function. And, then, discuss how Japan enhances administrative efficiency through the establishment of the Independent Administrative Cooperation systems. Here will also give some other Government Bodies as illustrations such as the Government Cooperation of the U.S.A. Chapter Four explains the basic concept on the establishment of the administrative incorporation in R.O.C., and offers a proposal on the draft Bill of the Administrative Incorporation. Chapter Five chiefly takes cases study. Here will focuses on the introduction of administrative incorporations of the national Chiang Kai-Shek Culture Center, Science Park Administration, and the National Education Yuan. Furthermore, base on the implementation of the board of public schools in U.S. and the national universities in Japan, this study will delineates the history processes of Taiwan national universities on about how are they incorporated. Then will analyze and compare the corporation ideas between National Cheng Chi University and National Cheng Kung University . In the Chapter Six, based on the research results and the analysis mentioned above, it will conclude the research, and will offer recommendations on the relevant issues.

本研究旨在瞭解臺中市國民小學校長辦學績效評鑑之實施現況，並探討國民小學教育人員對校長辦學績效評鑑的看法，進而檢核該評鑑符合後設評鑑標準「適當性」、「效用性」、「可行性」與「精確性」之程度，最後最後依結論提出具體建議。 本研究採問卷調查法，以「臺中市國民小學校長辦學績效評鑑之後設評鑑調查問卷」為研究工具，針對參與臺中市九十七學年度至九十九學年度第一學期「臺中市高級中等以下學校校長辦學績效評鑑實施計畫」之學校教育人員為問卷調查對象，共寄發180份問卷，回收有效問卷共159份，以t考驗與單因子變異數分析進行統計分析。此外，亦採取專家訪談法，以「臺中市國民小學校長辦學績效評鑑之後設評鑑訪談大綱」為研究工具，針對參與臺中市九十七學年度至九十九學年度第一學期「臺中市高級中等以下學校校長辦學績效評鑑實施計畫」之校長為研究對象進行訪談工作，共計3位校長，以期深入瞭解臺中市實施校長辦學績效評鑑之現況。 綜合文獻探討與研究結果之發現，歸納可得研究結論如下： 一、 臺中市校長辦學績效評鑑在各層面均獲得認同，以適當性層面表現最佳，其次依序為可行性、精確性與效用性層面。 二、 性別、年齡與職務在適當性層面具有顯著差異，男性、資深教育人員與非校長職之教育人員認同度較高。 三、 性別、年齡與職務在效用性層面具有顯著差異，男性、資深教育人員與非校長職之教育人員認同度較高。 四、 年齡與職務在可行性層面具有顯著差異，資深教育人員與主任認同度較高。 五、 性別、年齡與職務在精確性層面具有顯著差異，男性、資深教育人員與主任認同度較高。 六、 校長辦學績效評鑑之作法可行，惟在評鑑之人員可信度、報告功能性、結果運用、客觀性、資訊辯護性、追蹤輔導等方面可加以改進。 七、 校長辦學績效評鑑能真實反應校長辦學情形，最有幫助之處在於藉由檢視歷年辦學成果有助提升辦學績效。 最後，本研究針對教育行政主管機關、學校與後續研究提出具體建議。 / entary school faculties’ opinions on this evaluation. By examining the degree of the propriety, utility, feasibility, and accuracy dimension this evaluation gets, suggestions in accordance with the result of the research are made for improvements. Elementary school faculties whose schools participated in the evaluation of elementary school principals’ managing performance in Taichung City in the academic years of 2008 to 2010 were surveyed. A total of 180 questionnaires were distributed; 159 valid returned ones were analyzed. Statistical techniques used include t-tests and one-way ANOVA. An interview research was also adopted in this study. 3 principals participating in the evaluation of elementary school principals’ managing performance in Taichung City in the academic years of 2008 to 2010 were selected in order to get more information about the evaluation. According to the findings of the research, conclusions were summarized as followings: 1. The evaluation of elementary school principals’ managing performance is approved in the propriety, utility, feasibility, and accuracy dimension. The propriety dimension gets the highest scores, followed by feasibility, accuracy and utility dimension. 2. In the propriety dimension, there are significant differences in the gender, age and current position. Male, senior, and non-principal school faculties have higher agreement. 3. In the utility dimension, there are significant differences in the gender, age and current position. Male, senior, and non-principal school faculties have higher agreement. 4. In the feasibility dimension, there are significant differences in the age and current position. Senior school faculties and school directors have higher agreement. 5. In the accuracy dimension, there are significant differences in the gender, age and current position. Male, senior school faculties and school directors have higher agreement. 6. It’s feasible to implement the evaluation of elementary school principals’ managing performance, but it should be strengthened in the evaluators’ reliability, functional reporting, finding uses, objectivity, defensible information, and track and assistance. 7. The evaluation of elementary school principals’ managing performance can truly reflect principals’ managing performance. The most helpful thing is to enhance the managing performance by reviewing the school achievement every year. Finally, the study provides suggestions to the administrative department and future researchers as reference resources.

本研究旨在探討美國、英國及我國中央對地方政府特殊教育行政績效評鑑的狀況，運用特殊教育通報網篩選檢核指標，編製地方政府特殊教育行政績效調查問卷，發展平時檢測與定期實地評鑑機制，以建置平時與定期兼顧的特殊教育行政績效評鑑制度，供教育行政機關實施之參考。 採用文獻分析、訪問、焦點座談、問卷調查及團體深度訪談等五種方法。採取「特殊教育通報網運用調查問卷」、「地方政府特殊教育行政績效調查問卷」、「地方政府特殊教育行政績效實地評鑑調查問卷」及三問卷之訪問大綱為研究工具，以特殊教育行政人員、學者專家及特教教師與家長為研究對象。本研究自2006年10月至2009年5月為期兩年餘，研究發現有五： 一、美國積極推動中央對地方政府特殊教育行政績效評鑑，採取法制化、發展督導系統、委託全國特殊教育績效監督中心評鑑、評鑑委員多元化、檢測各州績效體制成效表、以及實施指標強調與一般學生比較等作法。英國教育標準署明訂特殊教育之分項視察項目、明列三層面九向度的特殊教育需求檢核標準、明列每項鑑定標準的等級標準、以及鑑定標準納入地方教育局改善的能力等作為，兩國上述作法均可供參酌。 二、評析我國2002年、2004年、2006年及2008年對地方政府特殊教育行政績效評鑑，發現評鑑制度已日漸完善。但目的宜強化輔導、資源調配與管理、相互觀摩與交流；評鑑委員宜再納入縣市特殊教育行政人員代表；評鑑項目依其性質宜分為指定領域、自選領域、複評領域及免評領域四類；辦理方式除書面評鑑外，應納入實地評鑑。 三、基於文獻分析、訪問、調查及團體深度訪談結果，我國中央對地方政府特殊教育行政績效評鑑有必要「建置平時與定期(或專案)兼顧的特殊教育行政績效評鑑制度」。此制度含括平時檢測機制、定期實地評鑑機制、地方政府自我評鑑及專案訪視機制四部分，並具體轉化為實施計畫，然本研究僅探討前兩部分。 四、以適切擴充特殊教育通報網篩選出量化客觀的關鍵與核心指標予以初檢，再以地方政府特殊教育行政績效調查結果的主觀感受進行複檢，以建構平時檢測機制，並具體轉化為實施子計畫。 五、以2008年特殊教育行政績效評鑑為基礎，依據訪問、調查及團體深度訪談結果來發展以督導、輔導、檢討、改善、資源調配與管理、相互觀摩與交流為目的之定期實地評鑑機制，並以三年為一週期，分年完成25縣市之實地評鑑，且具體轉化為實施子計畫。 / This study provides an overview and analysis regarding the central government’s evaluation of local governments’ administrative performance in special education in the U.S, England and Taiwan. By applying the Special Education Transmit Net（SETNET） to set the examining indicators, and by working out special education administrative performance questionnaires, the purpose of this study is to develop a mechanism, including a routine review and a periodical evaluation, and eventually to submit some practical suggestions to the Ministry of Education regarding special education in Taiwan. This study was undertaken for two and half years starting from October, 2006. It was conducted through literature review, interviews, focused forum, questionnaire survey and group depth interview methods. The results and conclusions are as follows: （1）The U.S actively promotes a sound system to evaluate local government administrative performance in special education in the areas of legislation, monitoring mechanisms, supporting The National Center for Special Education Accountability Monitoring (NCSEAM), and Measuring the Implementation of a State’s Accountability System etc. The Office for Standards in Education in England has linked inspection judgments about special education to the grade criteria of the inspection of special educational needs and investigates improvements the LEA has made since the last inspection. All the above mentioned are good paradigms for Taiwan. （2）An overview of evaluations which Taiwan has carried out in 2002, 2004, 2006 and 2008 reveal gradual improvements. However, the aims should emphasize guidance and assistance, resources allocation and management, emulation and communication. Local special education administrators should be subsumed into evaluation committees.The evaluation items should include assignation domain, option domain, reevaluation domain and exempt domain. The evaluation procedure should also include on-site visiting. （3）Based on the study results, Taiwan needs to establish a local performance evaluation system which looks after both routine and periodicity. The system should contain a routine review mechanism, a periodical on-site evaluation, self evaluations of local governments and special task inspection. （4）The SETNET should be expended further to select some objective key indicators and nuclear indicators for the initial examination, then the survey results of “Local government’s administrative performance in special education questionnaire” for reviewing can be adopted to accomplish the routine review. （5）On the basis of the evaluation in 2008 and the study results, Taiwan could develop a periodical on-site evaluation every three years as a cycle to complete the evaluation of 25 counties.

共同基金是未來投資理財約主流!專業法人機構在股市之投資比重日益提高，對國內證券市場生態產生結構性改變。展望未來趨勢，隨著股市發展成熟化、上市上櫃公司遽增與金融市場情勢連動關係複雜化等因素，專業投資理財時代的來臨必將成為事實。「專業、分工理財」投資型態將逐漸取代以往投資人自行下海操作之「自助式理財」型態。故共同基金操作績效正是進行本評鑑研究的最大動機，其中辨認基金經理人操作策略與績效顯現最具代表性的指標--選股能力與擇時能力．乃本研究所欲深入探討的主題。本研究模型之構建乃根據 Lee-Rahman (1990) 所提出之改良評鑑模式，簡言之，該模型的發展歷經早期 Treynor & Mazuy (1966) 的理論雛形，並經過 Jensen 針對評鑑擇時能力方面之改進，然後再經由 Bhattacharya & Pfleiderer (1983) 的進一步修正，產生了較完善的整體架構，最後經由 Lee-Rahman (1990) 針對評鑑過程中評鑑迴歸式之殘餘項異質性問題，作一根本的解決，建構完整的基金選股與市場擇時能力績效之評鑑模式。同時並運用幾個傳統績效評鑑指標 (即 Treynor、 Sharpe 與 Jensen 指標三種)，作為基金整體性績效之輔助研究。 實證結果顯示:(一)在基金整體績效評估方面，得到的結果顯示不論研究期間的長短．基金表現擊敗大盤的比例皆高於五成，約介於 60% 至 70% 左右，而在 Treynor、Sharpe 與 Jensen 指標三種不同評鑑模式分析下，基金績效排名有相當顯著的一致性。(二)在選股與市場擇時能力評鑑( Lee-Rahman 修正模型)方面:1.同時兼具選股與市場擇時能力的基金皆有穩定的一致性;2.大多頭時期基金擇時能力普遍提昇、新投信基金績效表現較優異。(三)整合比較結論方面:1.本研究中不同的評鑑模式所得實證結果十分肯定基金績效的持續性與穩定性;2.基金顯著的擇時能力並非基金整體績效脫穎而出的決定性因素，績效傑出與否幾乎決定於選股功力因素:3.台灣股市投資 Bottom-up 的投資邏輯漸漸取代 Top-down ;4.新投信績效已有凌駕老投信的趨勢。 / Mutual Funds Investment will be very popular! While the professional institutionalist's participation being promoted, domestic stock market environment has beenchanged structurally. In the future, accompanied by several reasons such us the_maturationof stock market, dramatic increasing in listed company numbers and more complex correlation in international financial markets, the age stressing on professional financial adversary will come. "Professional financial investment and adversary" will substitute for"Self-adversary" investment. Therefore, measuring the mutual fund's performance is the mailmotivation of my study', and the insight in selectivity ability and market timing ability will bethe subject for further research. The research model is based on the Lee-Rahman's modified model (1990), that is, the model structure was first built by Treynor & Mazuy (1966), improved by Jensen in Timingability measurement, and then revised by Bhattacharya & Pfleiderer (1983), and throughout structured by solving the "heteroscedasticity" in error terms of regressions finally Therefore, the better integral research model on measuring selectivity ability a timing abilityhas been accomplished. Meanwhile, we also use three traditional performance measure(Treynor, Sharpe & Jensen index) to be the general performance research. Empirical results show that (1)By measuring the general performance of mutual funds, we know that about 60%-70% funds managers beat market at each research period, and there exists consistency of fund's performance ranking among those three measures. (2) By using Lee-Rahman modified model (1990), we got three conclusions. First, for those funds consist of selectivity and timing ability, there exists consistency. In bull market period, timing ability of most funds performed better generally, and new funds had better performance. (3) Integral comparative conclusions have four results. First, no matter what measures being used, empirical results confirm stability and consistency in performance ranking. Second, significant timing ability is not the determinate factor of significant performance, significant selectivity ability plays the determinate role. Third, in Taiwan, bottom-up investment strategy gradually substitutes for top-down investment strategy. Finally, new mutual funds investment co. had outperformed old mutual funds investment institutions.

本研究旨在建立高級中等學校校務基金績效評鑑系統， 並以「模糊德菲法」蒐集政策利害關係人意見，共建立5項構面29項指標。 本研究結論如下： 一、本研究共建立五大構面， 以構面權重高低排序分別為： 「財務收支及財產管理績效」（21.28%）、 「基金運用、預算編製及執行績效」（20.52%）、 「學校經營目標及經營計畫」（19.72%）、 「基金管理及學校組織運作」（19.51%）、 「學習品質及滿意度」（18.96%）。 二、依照各構面內指標權重高低，依序如下： （一）「財務收支及財產管理績效」構面內最重要者為「教學研究及訓輔費 用占業務成本與費用比率」。 （二）「基金運用、預算編製及執行績效」構面內最重要者為「建立預算編 製與執行作業程序」。 （三）「學校經營目標及經營計畫」構面內最重要者為「學校校務發展定位 與特色」。 （四）「基金管理及學校組織運作」構面內最重要者為「內部審核執行成效」。 （五）「學習品質及滿意度」構面內最重要者為「建立歷年校務基金報表公 開專區」。 最後，依據研究結論分別給予教育主管機關、學校以及後續研究相關建議。 / The purpose of this study is to establish a system about the performance evaluation indicators for the school funds of high schools in Taiwan. By using the fuzzy delphi method with opinions of stakeholder, the study consists of 5 dimensions and 29 indicators in total. According to priority of 5 dimensions, the conclusions are as follows： 1.“performance of financial receipts, expenditures and property management”(accounts for 21.28%) 2.“performance of funds, budget planning and execute”(accounts for 20.52%) 3.“performance of school management goal and planning ”(accounts for 19.72%) 4.“performance of fund management and school organization operation ”(accounts for 19.51%) 5.“performance of learning quality and satisfaction degree”(accounts for 18.96%) According to priority of intra-dimension indicators ,the conclusions are as follows： 1.In the dimension “performance of financial receipts, expenditures and property management”, the indicator “the ratio for teaching, research ,discipline and counseling cost to operation cost ” accounts for the most part. 2.In the dimension “performance of funds, budget planning and execute”, the indicator “establishing standard of procedure for budget planning and execute” accounts for the most part. 3.In the dimension“performance of school management goal and planning ”, the indicator “status and feature for school development” accounts for the most part. 4.In the dimension “performance of fund management and school organization operation ”, the indicator “performance of internal auditing” accounts for the most part. 5.In the dimension“performance of learning quality and satisfaction degree”, the indicator “establishing school-fund statements website over the years” accounts for the most part. According the conclusions, some suggestions had been proposed: 1. suggestions for ministry of education 2. suggestions for school administrators 3. suggestions for further study

圖書館是一國文化建設的重要指標，在現今知識經濟時代中，資訊服務競爭日趨激烈且多元，面對少子化，大學圖書館應高度回應學術環境的變遷，運用營運績效來表現其在機構任務中的價值，並發展相關專業知識，以陳述圖書館對於學生學習與成功的影響。在執行績效評鑑時，國家圖書館之〈全國圖書館調查統計系統〉係為各館一致遵循，且定期提供的統計數據系統，應可利各圖書館進行營運績效評鑑之應用，同時亦能提供圖書資訊學專家或社會學家進行學術研究之參用。在績效評鑑模式上，關鍵績效指標（KPI）是用以衡量組織績效最為重要的資訊，也是績效指標範圍當中最核心的部分，可以說是引導圖書館發展方向的儀表板。 本研究目的有四：（1）探討大學圖書館績效評鑑與關鍵績效指標。（2）探討大學圖書館統計資料與績效評鑑指標的關係，以建構適合大學圖書館績效評鑑之模式。（3）探討〈全國圖書館調查統計〉支持本研究建構的大學圖書館統計支持績效評鑑模式的可行性，與績效評鑑實施的有效性。（4）探討圖書館統計是否滿足大學圖書館績效評鑑實施的需求。 為獲研究結果，本研究透過焦點團體訪談法建構成五個評鑑構面、20項重要績效指標，作為國內大學圖書館之關鍵績效指標評鑑模式之評鑑工具。為確保績效指標的可行性，經過研究者取樣國內13所大學圖書館統計調查資料，實際進行個案研究結果，獲得以下結論：（1）大學圖書館實施績效評鑑仍為少數，但各館普遍配合〈全國圖書館調查統計系統〉進行統計並如期填報。（2）本研究提出大學圖書館績效評鑑之五大構面20項重要績效指標具可行性，可做自我評鑑及檢視績效成果之用。（3）運用最佳權重和關鍵績效指標，建構出關鍵績效指標評鑑模式。（4）〈全國圖書館調查統計〉統計項目大致可滿足於大學圖書館20項重要績效評鑑指標項目。 針對所獲得的研究結果，提出三點建議：（1）國家圖書館之〈全國圖書館調查統計系統〉，與績效評鑑指標結合，透過各圖書館上傳各項統計至系統後，系統即可自動進行大數據分析，讓統計資料即時轉換為績效成果，預期將節省實施績效評鑑之時間和人力成本，提高大學圖書館全面實施績效評鑑之意願。（2）圖書館可以運用關鍵績效指標評鑑模式，透過全國大學圖書館的績效評鑑結果，進一步針對各館進行SWOT分析，訂定未來營運發展的具體可行之量化與質化目標，展現圖書館的影響價值。（3）推動大學圖書館實施績效評鑑，建立長期和完整的評鑑資料庫。 / A library is an important indicator of a country's cultural construction. In the present time of knowledge-based economy, information services are becoming increasingly competitive and diverse. In the face of a low-birth rate, university libraries have to demonstrate their value through operating performance and develop related professional knowledge in response to changes in the academic environment in order to state their influence on students’ learning and academic success. When carrying out the operating performance evaluation, university libraries may refer to the data published regularly by the Library Statistical System of National Central Library; experts or sociologists may also refer to these data in their academic study. To measure the performance of an organization, Key Performance Indicator (KPI) is the most important information and the core of all performance indicators; it can be said to be the dashboard that guides the development of a library. The research has four purposes: (1) exploring the performance evaluation and the key performance indicator of university libraries; (2) exploring the relationship between the library statistics and the performance indicator in order to build an appropriate performance evaluation model for university libraries; (3) exploring the feasibility of supporting the performance evaluation model by the university library statistics established with the support of Library Statistical System and exploring the effectiveness of implementation of performance evaluation; and (4) exploring whether the library statistics satisfy the requirements for the implementation of performance evaluation at university libraries. As to the performance evaluation model, the research has established five aspects of performance evaluation of university libraries and 20 key performance indicators through focus group. To ensure the feasibility of these performance indicators, the researcher sampled 13 university libraries’ statistics and carried out the case study. The conclusions are as follows: (1) only few university libraries carried out performance evaluation, but each university library gathered statistics and filed with the Library Statistical System as required; (2) five aspects of performance evaluation of university libraries and 20 key performance indicators proposed by the research were feasible and applicable to self-evaluation and self-review of performance results; (3) the performance evaluation model was established based on the optimum weight and key performance indicators; and (4) Statistical items of the Library Statistical System generally meet 20 key performance indicators of university libraries. Three recommendations are proposed based on the result of the research: (1) With the application of the Library Statistical System of National Central Library and performance evaluation indicators, university libraries upload the statistics to the system where data are analyzed automatically and converted into the performance results. Such application is expected to save time and labor costs of implementation of performance evaluation and increase the willingness of university libraries to implement performance evaluation; (2) Based on the KPI model and the results of performance evaluation of nationwide university libraries, university libraries may be able to carry out the SWOT analysis and set up the feasible quantitative and qualitative goals of future operation and further demonstrate their influence; and (3) university libraries are encouraged to implement performance evaluation and establish an extended and sound evaluation database.

為照顧勞工退休後之生活，我國設有勞工退休金制度，要求雇主按月提撥一定比例之勞工退休準備金，以作為將來勞工退休時給付之用。此由雇主按月提撥之準備金匯集而成者，即為勞工退休基金。勞工退休基金所肩負之任務，乃勞工退休金之「保值」與「增值」，以確保勞工之退休生活。然而，目前管理、運用勞工退休基金之主管機關，乃行政院勞工委員會下設之勞工退休基金監理委員會，為一任務編組，其所有之業務皆由勞委會各處、室之人員兼任。因此，其專業性有所不足；此外，其易受政府政策影響，故獨立性亦有所不足。凡此種種，實皆為影響勞工退休基金經營績效之重要因素。  晚近，新制定通過之勞工退休金條例，已於民國九十四年七月一日正式施行。其將立法前事業單位提撥準備金帳戶之方式，改為勞工個人退休金專戶之方式；並將先前「確定給付制」改為現行之「確定提撥制」。如此，則退休基金管理、運作之良否，將直接攸關全國數百萬勞工之退休權益，其影響不可謂不大。因此，如何確保基金之適正管理與運用，並同時兼顧安全性與收益性，即為將來勞退基金監理會組織設計上首要之點。目前提出於立法院審議中的勞工退休基金監理會設置條例草案，計有行政院提出的行政法人版本，以及立法委員提出的行政機關等版本。然經本文分析之結果，認為行政法人之組織型態，應為較值得考慮之選項。  是以，本論文關注之重心遂集中於，如果將上開勞工退休基金監理會之組織型態，改為行政法人之型態的話，是否即可達到排除上述退休基金經營與管理上之障礙，而確保基金之適正管理與運用，並同時兼顧安全性與收益性之目標？事實上，將某些行政部門法人化，並不等於將產生行政業務或事務減量及提高效率之結果。問題不在法人化本身，而係在於法人組織、財務及營運等內容設計。而目前行政院版勞工退休基金監理會設置條例草案（民國九十四年三月三十一日行政院會通過；同年九月二十三日交付立法院法制、財政、衛環委員會聯席審查）其內容設計，是否能適切地達到改制行政法人化之目的；抑或其只是新瓶裝舊酒，了無新意？亦為本文所斟酌、考量者。本論文透過對我國行政法人制度之理解與分析為基礎，進而對勞工退休基金監理會行政法人化之方向，以及設置條例草案之規定，提出個人之研究發現與建議。希冀能對將來勞工退休基金之管理、運作，提供、創造一個更有利之條件與環境。