碩士 / 世新大學 / 行政管理學研究所(含博、碩專班) / 97 / The Performance Appraisal System of civil servants should be fully genuine, accurate, and objective in the process of assessment. However, in the practice, our society values the human sympathy heavily, which results in many problems in the design of the Performance Appraisal System .The direct supervisors are unable to verify the assessment with certainty leads to the function failing of The Performance Appraisal System which is supposed to encourage the excellence, weed the subordinates. This study investigated the Coastal Patrol Directorate General, Coast Guard Administration, which composed of civil servants in different sources and being restrained by the original military personnel system, showing the difficulties for assessment officials in the process of their work. The study found that female civil servants consider the results of assessment from officials are unequal. The results are unable to fully implement the concept of gender equality, indicating Coastal Patrol Directorate General has yet improved gender issues. This study suggests that Coastal Patrol Directorate General should establish the righteous assessment attitude, strengthen the officials' assessment training to increase the reliability and validity of the Performance Appraisal System. Also, the agency should set the core assessment list, put assessment fully into practice, make assessment procedures to be transparent and encourage assessment officials carry out two-way communication with those civil servants being assessed in order to raise the degree of democratization and acceptance of the Performance Appraisal System.
| Identifer | oai:union.ndltd.org:TW/097SHU05149008 |
| Creators | Ming-Chiung Huang, 黃明烱 |
| Contributors | Tsung-Hsien Lu, 杜文苓 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 89 |
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