隨著經濟穩定發展，使得公共事務日益繁雜，導致政府的職能與角色備受關注。而政府職能的推動與落實，公務人員著實扮演著重要而且關鍵的角色，透過考選的制度，對應試人員作智能的鑑別，視其優劣以為任用之依據，並考量其所具有的專業能力，一直是政府在施政上的重要議題。 公務人員考選制度從舉辦考試的報名書表開始，經過應考資格的審查、彌封作業、闈場作業、場務作業、考試作業、應考人提出試題疑義作業、卷務作業、成績評閱作業到成績放榜作業、應考人申請成績複查考成績處理及不服成績評定而進行之訴願，行政訴訟等都是考選制度之重要環結。本研究從行政法之公平原則角度將考選制度分為三部分略為探討： 一．事前部分：應考資格審查部分及體格檢查標準部分－即從現行各種考試之應考資格及體檢標準規定先敘明，再以行政法之公平原則－平等原則、比例原則、依法行政原則及正當法律程序原則，再加以分析其訂定各種應考資格及體檢標準之公平性與否。 二．事中部分：典試機關之命題，試題疑義部分及評閱部分－敘明目前法令之規定與實際執行情形，若與法令有所違背，是否有改進之處。 三．事後部分：複查制度部分與行政救濟部分－探討考生對於因試務機關行政疏失之補救之道，以個別案例歸納目前救濟制度之執行情形，並提出可改進之道。 本文盼藉著行政法制之公平原則分析我國現行考選制度之優缺點與改進之道，以建立健全，公平，合理之國家考試制度，冀能維人事制度之健全及人事行政工作之正常運作。

The clinical diagnostics of olfactory dysfunction in children turns out to be challenging due to low attention span, insufficient linguistic development and lack of odor experiences. Several smell tests have been developed for adults. Most of these examinations take a relatively long time and require a high level of concentration. Therefore, the aim of the current study was to evaluate an odor discrimination and olfactory threshold test using the frequently used “Sniffin’ Sticks” in children and adolescents in a simplified two-alternative-forced-choice version (2AFC) and compare it to the original three-alternative-forced-choice test (3AFC). One-hundred-twenty-one healthy participants aged between 5 and 17 years took part in this study. Within each of the two sessions participants underwent olfactory testing using the modified 2AFC as well as the standard 3AFC method. A better test-retest reliability was achieved using the original 3AFC method compared to the modified 2AFC. This was true for the odor discrimination as well as the olfactory threshold. Age had a significant influence on both tests, which should be considered when testing young children. We discuss these findings with relation to the existing norms and recommend using the 3AFC version due to a better test-retest reliability to measure olfactory function in children.