89年11月15日第141次行政會議通過

90年4月25日第142次行政會議修正第七點及附表一、附表二

90年12月19日第144次行政會議修正附表三

92年4月9日第147次行政會議修正附表一、附表二

92年11月26日第148次行政會議修正第七點、第九點、第十三點及附表一、附表二、附表三

94年1月12日第150次行政會議修正第七點及附表一、附表二

94年11月16日第152次行政會議新增第十五點並依序遞增以下各條次，修正第一點、第十七點及附表二、附表三

95年11月15日第154次行政會議修正附表二

96年5月9日第155次行政會議修正附表二

97年5月28日本校第157次次行政會議修正附表二

97年11月26日第158次行政會議修正第七點

99年5月19日第161次行政會議修正第四、五、八、十、十一及十六點

100年11月23日第164次行政會議修正第五點

103年9月24日第173次行政會議修正第五點

一、      為公開、公平、公正辦理職員之進用及陞遷，以拔擢及培育人才，特依公務人員陞遷法暨其施行細則、公務人員任用法等規定，訂定「國立成功大學(以下簡稱本校)職員進用及陞遷甄審要點」（以 下簡稱本要點）。

Article 1. The National Cheng Kung University (hereinafter “the University”) Examination Directions for Faculty Employment and Screening for Promotion (hereinafter “the directions”) are enacted in accordance with the Civil Service Promotion Act, Enforcement Rules of the Civil Service Promotion Act, and Civil Service Appointment Act. By ensuring open, just, and fair approaches to the employment and promotion of faculty, the directions aim to facilitate talent promotion and cultivation.

二、    本要點以本校組織規程中，除聘任人員外，定有職稱及依法律任用之人員為適用對象。

Article 2. The directions apply to legally employed faculty with a position title as defined in the NCKU Organizational Regulations in addition to personnel recruited through the appointment system.

三、本要點所稱進用，係指除申請分發考試及格人員外，由本校以公開甄選方式遴用其他機關人員為本

校職員。所稱陞遷，係指下列情形之一者： (一)陞任較高職等之職務。 (二)非主管職務陞任或遷調主管職務。 (三)遷調相當之職務。

前項進用，如無其他機關現職人員及考試分發人員，得報請行政院人事行政局同意後公開甄選具 有任用資格之非現職人員。

Article 3. Faculty of the University shall be recruited in addition to assigned qualifiers of civil service examinations, through an open selection process from other agencies or institutions.

Promotion is defined in the directions as any of the following conditions:

(1) being promoted to a position of a higher rank

(2) being promoted or transferred to a managerial position from a nonmanagerial position

(3) being transferred to a post of equivalent rank

According to the employment method set forth in the previous paragraph, if no available civil servants from other agencies or qualifiers of civil service examinations are waiting to be assigned, open recruitment may be conducted after approval is obtained from the Directorate-General of Personnel Administration, Executive Yuan to recruit civil servants who are not currently on duty.

四、本校辦理職員之進用及陞遷，應組織甄審委員會（以下簡稱甄審會），辦理下列事項： (一)陞遷候選人員資績評分、資格條件之審查。(二)面試及測驗方式之決定。 (三)陞遷候選人員名次、遴用順序之排定。 (四)校長交議事項之研擬。 (五)其他有關陞遷甄審事項。(六)其他法規明定交付審議事項。

 Article 4. An examination committee (hereinafter “the committee”) shall be assembled for the employment and promotion of university faculty members, which shall involve the following tasks:

(1) assessing candidates’ seniority and experience and reviewing their qualifications

(2) deciding the testing and interview methods

(3) arranging the ranking of candidates to be promoted as well as the selection order

(4) formulating corresponding measures for matters assigned by the president

(5) handling other matters concerning candidate selection and eligibility review

(6) handling other matters for review as clearly stipulated by regulations

五、甄審會置委員 5 至 23 人，委員之任期 1 年，期滿得連任。其產生方式如下:

（一）指定委員 2 至 12 人，由校長就下列人員指定之：

1.主任秘書。

2.由教育部公務人員協會推薦本校具該協會會員身分者 3 人，自其中圈選 1 人。

3.自行政單位一、二級主管及學院院長中圈選至多 10 人。

（二）當然委員 1 人：

人事室主任。

（三）票選委員 2 至 10 人：委員每滿 4 人應有 2 人由編制內職員票選產生。編制內職員得自行登記或 經本職單位推薦為票選委員候選人。

甄審會主席由校長就前項第一款指定委員中指定 1 人為主席。 甄審會開會時，應有全體委員過半數之出席，始得開會；出席委員半數以上之同意，始得決議。同 意或不同意均未達半數時，主席可加入任一方以達半數同意。 前項出席委員應行迴避者，於決議時不計入該案件之出席人數。

甄審會審議案件有疑義時，得調閱有關資料，必要時並得通知參與陞遷人員、有關人員或其單位主 管到會備詢，詢畢退席。

Article 5. The committee shall be composed of 5–23 members, each of whom shall serve a term of 1 year and may be reappointed upon expiry of the term. Committee member selection should adhere to the following methods:

1. Designate members appointed by the president (2–12 people):

(1) Secretary General

(2) The Ministry of Education Civil Servant Association should recommend three members who are faculty members of the University, one of whom is to be selected

(3) A maximum of 10 individuals should be selected from first- and second-level supervisors and college deans

2. Apparent member (1 person):

Personnel Office Director

3. Elected members (2–10 people): two members out of every four shall be elected by the full-time faculty. Full-time faculty may register themselves or be recommended by their own units as candidates of elected committee members.

One designated member, mentioned in subparagraph 1 of the preceding paragraph, shall be appointed by the president as the committee chairperson.

A meeting shall not be held unless more than half of the members are present. A resolution to be approved shall be approved by more than half of the attendees. When neither side has the approval of half the attendees, the chairperson may also cast a vote to constitute the final result. For attendees who recuse because of a conflict of interest, their votes shall not be counted for a committee resolution.

When the committee is in doubt when reviewing a certain case, it may request relevant documents. If necessary, the committee may notify the candidate for promotion, relevant personnel, or supervisors of their units to attend the committee meeting for enquiry.

六、本校各單位職員職務出缺時，除依法申請分發考試及格或依規定得免經甄審之職缺外，應就本校或他機關具有該職務任用資格之人員，本功績原則評定陞遷。如由本校人員陞遷時，應辦理甄審， 如由非本校人員陞遷時，應公開甄選。

  Article 6. Regarding vacancies in any department, the directions shall be used as the standard for assessing the eligibility of university faculty or other civil servants with the required qualifications to be promoted to fill the post, except for vacancies exclusively for qualifiers of comparable civil service examinations or those exempt from screening according to the law. If a university faculty member is promoted to fill the vacancy, an examination shall be administered, whereas an open screening shall be conducted for the promotion of a civil servant to fill the post from outside the University.

七、辦理甄審及甄選之作業程序如下：

(一) 本校各單位職員職務出缺，得先由各出缺單位依程序辦理與出缺職務同職務列等人員之遷調； 如無遷調人選，則應由出缺單位將出缺職務之工作項目、所需人員應具資格條件及如內陞是否 舉行面試或業務測驗等簽送人事室陳奉校長核定內陞或外補。

(二) 職缺辦理內陞時，人事室應公開徵求校內符合資格人選，如有意願陞遷者得填具「陞遷意願表」 (如附表一)並檢附相關證件資料送人事室。如係陞任者，人事室會同有關單位主管依「本校職

 員陞任(遷調 )評分標準表」(如附表二)規定核計分數後，依積分高低順序造列名冊，並檢同有 關證件資料，報請校長提甄審會甄審後，簽請校長就前三名中圈定陞補之；如陞遷二人以上時， 就陞遷人數之二倍圈定陞補之。 前項職缺如符合資格人選均為遷調時，由人事室審查資格後，函送出缺單位擬定人選，簽請校 長核定；如符合資格人選有遷調及陞任者，先由人事室將符合資格之遷調人選函送出缺單位擬 定人選，簽請校長核定，如無適當人選，則簽送人事室就陞任人選依前項規定辦理陞任。

(三) 職缺辦理外補時，出缺單位應另將甄選科目等簽送人事室辦理網路公告，並由出缺單位二人、 人事室一人及甄審會主席指定委員二人組成甄選小組，出缺單位主管擔任召集人，辦理面試及 業務測驗事宜，甄選工作由人事室主辦，出缺單位協辦，甄試評定分數後依成績高低順序造冊， 簽請校長核定，並書面提甄審會報告。 新進職員應具公務人員相關類科考試及格或具擬任職務相關職系之任用資格。 面試及業務測驗成績所佔百分比由用人單位視需要自行訂定，但面試或業務測驗其中一項之成 績所佔百分比最高不得超過六十%，最低不得低於四十%。如報名人數超過八人時，得先舉行業 務測驗，再依業務測驗成績，至少依職缺三倍擇優參加面試。業務測驗科目由用人單位依業務 需要自訂，命題作業須嚴守秘密。

內陞如需辦理面試或業務測驗時，比照第三款規定組成甄選小組辦理之。 校長對甄審會報請圈定陞遷之人選有不同意見時，得退回重行依本要點相關規定改依其他甄選方式 辦理陞遷事宜。

Article 7. The procedures for candidate review and selection are as follows:

(1) When a vacancy opens at the University, the department of the vacant position shall first conduct faculty transfer (among faculty members of the same rank) according to the stipulated procedure. If no suitable candidate is available, the department shall submit a report to the Personnel Office comprising the job responsibilities, required qualifications of the candidate, and whether an interview or proficiency test shall be held for internal promotion. The Personnel Office will then forward the report to the president for approval of the internal or external promotion.

(2) Regarding internal promotion for a vacancy, the Personnel Office shall announce the recruitment information publicly to seek qualified candidates within the University. Those who wish to apply for the job shall submit the completed Promotion Willingness Form (Appendix 1) along with relevant documents of proof to the Personnel Office. If a candidate is promoted, the Personnel Office shall inform relevant department supervisors to rate the candidate according to the Evaluation Standard Table for Faculty Promotion/Transfer (Appendix 2). The candidates’ scores are ranked in descending order on a list, which, along with relevant documents of proof, will be forwarded to the president to approve a screening by the committee. Finally, the president will appoint one candidate from the top three to be promoted to fill the post. If more than two candidates are to be promoted, the number of candidates that the president should appoint will double.

If the qualified candidates mentioned in the previous paragraph are the University’s faculty to be transferred, after the qualification review by the Personnel Office, a letter shall be sent to the department of the vacancy to pick the ideal candidate. The finalized result shall be forwarded to the president for ratification. If both qualified candidates for promotion and transfer exist, the Personnel Office shall send a letter to the department of the vacancy to pick the ideal candidate before the finalized result is forwarded to the president for ratification. If no suitable candidate exists, the Personnel Office shall be instructed to promote a qualified candidate according to the provisions in the previous paragraph.

(3) Regarding outside recruiting for a vacant position, the department with the vacancy (hereinafter “the department”) shall inform the Personnel Office about the subject for examination to be announced online. A screening team comprising two people from the department, one person from the Personnel Office, and two designated members appointed by the committee chairperson shall be formed. The supervisor of the department shall serve as the convener responsible for conducting interviews and proficiency tests. The Personnel Office is the organizer for screening, whereas the department serves as the co-organizer. After the examination is conducted, the results shall be arranged in descending order and compiled into a list, which shall then be ratified by the president and submitted as a written report to the committee.

          The newly recruited faculty member will have approved relevant civil service examinations or have the qualifications required to assume relevantositions.

          The proportion of the interview and proficiency test occupying the total score shall be determined by the department according to its needs. However, for the proportion of either the interview or proficiency test, the maximum shall not exceed 60% and minimum shall not be less than 40%. If the number of applicants exceeds eight, they must first  a proficiency test, and according to their score, at least thrice the number of candidates shall be selected for interview. Proficiency test subjects shall be designated by the department according to actual needs, and the drafting of questions must be kept confidential.

The required interview or proficiency test for internal promotion shall be implemented by forming a screening panel, as mentioned in subparagraph 3. When the president’s opinions on the candidates to be promoted differ, he or she may withdraw the case and adopt another means for selecting candidates in accordance with the directions.

八、本校職員陞遷，應依本校職員陞遷序列表(如附表三)逐級辦理陞遷，但次一序列中無適當人選時， 得由再次一序列人選陞任。前述無適當人選之認定，須提甄審會審議。 前項所稱次一序列中無適當人選，指次一序列具有擬陞任職務任用資格者均經甄審會評定為非適當人選，或次一序列均未具有擬陞任職務任用資格人員。

Article 8. The promotion of the University’s faculty members shall be implemented according to the NCKU List of Faculty Promotion Rank (Appendix 3). If no suitable candidate of a particular rank is selected, candidates of one rank lower shall be considered for promotion. The assertion of no suitable candidates shall be made by the committee after their qualification review.

“The assertion of no suitable candidates of one rank lower (as mentioned in the previous paragraph) refer to situations, in which candidates who are supposed to be qualified for promotion to fill the position but are deemed unsuitable by the committee, or situations, in which no candidate is qualified for promotion to fill the vacancy.

九、本校各單位對陞遷序列表中同一序列各職務間之遷調，得視業務實際需要，免經甄審程序，簽請校長逕予核定。

Article 9. The transfer of faculty—of the same rank on the NCKU List of Faculty Promotion Rank—among each unit of the University depends on actual operational needs. Furthermore, it is exempted from the review procedure and shall be directly approved by the president.

十、下列人員不得辦理陞任：

（一）最近三年內因故意犯罪，曾受有期徒刑之判決確定者。但受緩刑宣告者，不在此限。

（二）最近二年內曾依公務員懲戒法受撤職、休職或降級之處分者。

（三）最近二年內曾依公務人員考績法受免職之處分者。

（四）最近一年內曾依公務員懲戒法受減俸或記過之處分者。

（五）最近一年考績（成）列丙等者，或最近一年內依公務人員考績法曾受累積達一大過以上之處 分者。但功過不得相抵。

（六）任現職不滿一年者。 但下列人員不在此：

1.合計任本機關同一序列或較高序列職務，或合計曾任他機關較高職務列等或職務列等相同 之職務年資滿一年。

2.本機關次一序列職務之人員均任現職未滿一年且無前目之情形。

3.經公務人員考試及格分發，先以較所具資格為低之職務任用者。

（七）經本校核准帶職帶薪全時訓練或進修六個月以上，於訓練或進修期間者。

（八）經本校核准留職停薪，於留職停薪期間者。

（九）依法停職期間或奉准延長病假期間者。

有前項各款情事之一者，於辦理外補陞任時，亦適用之。

Article 10. Individuals meeting the following conditions may not apply for promotion:

1. Those who have served a prison sentence with a final judgment rendered for an offense with criminal intent within the past 3 years, except for where probation has been announced.

2. Those who have been dismissed, suspended, or demoted in accordance with the Civil Service Discipline Act within the past 2 years.

3. Those who have been dismissed in accordance with the Civil Service Performance Rating Act within the past 2 years.

4. Those who have been subject to a pay reduction or an official demerit in accordance with the Civil Service Discipline Act within the past year.

5. Those who have been given a performance rating of Grade C, or have accumulated one major demerit or more within the past year according to the Civil Service Performance Rating Act. Merits received by the same individual shall not be applied to offset such demerits.

6. Those who have not reached 1 year of service, except for individuals who meet the following conditions:

(1) Have a total of 1 year of service working in a position of the same rank or higher within the unit or have served in a similar position of higher rank or equivalent outside the current unit for no less than 1 year,

(2) All personnel who do not meet the previous condition, are one rank lower, and have not reached 1 year of service.

(3) Qualifiers of civil service examinations but who were assigned to a position of a lower rank at the time.

  7. Those who have been approved for leave with full pay to undertake full-time training or advanced studies for 6 months or longer, while still in their training or advanced study period.

  8. Those who have been approved by the University to retain their position without pay, and are still in such a period.

  9. Those who have been suspended according to the law or are on approved extended sick leave.

 Any of the abovementioned circumstances shall also apply to external promotion.

十一、下列人員無第十點各款情事之一，且具有陞任職務任用資格者，得經甄審會同意優先陞任：

（一）最近三年內曾獲頒功績獎章、楷模獎章或專業獎章。

（二）最近三年內經一次記二大功辦理專案考績（成）有案。

（三）最近三年內曾當選模範公務人員。

（四）最近五年內曾獲頒勳章、公務人員傑出貢獻獎。

（五）經公務人員考試及格分發，先以較所具資格為低之職務任用。

 合於前項得優先陞任條件有二人以上時，如有第五款情形應優先陞任，餘依陞任標準評定積分後， 擇優陞任；其構成該條件之事實，以使用一次為限。同時兼具有兩款以上者亦同。 第一項第一款之專業獎章不含依服務年資頒給者。

Article 11. Eligible individuals who do not meet any of the conditions in Article 10 and who fulfill any of the following conditions may be granted priority for promotion upon approval by the committee:

(1) Those who have been awarded a Merit Medal, Exemplar Medal, or Professional Medal within the past 3 years.

(2) Those who have had two major merits recorded in one special rating within the past 3 years.

(3) Those who have been selected as a model civil servant within the past 3 years.

(4) Those who have been awarded a Medal of Honor or the Civil Service Outstanding Contribution Award within the past 5 years.

(5) Qualifiers of civil service examinations but who were assigned to a position of a lower rank at the time.

When two people conform to the aforementioned conditions and are prioritized for promotion, the one who meets the qualification in subparagraph 5 shall be promoted first. Under other circumstances, the candidate who is rated higher on the basis of the promotion standard shall be promoted first; the facts constituting any of the aforementioned five qualifications are limited to one use. The same applies to candidates who concurrently meet more than one of the five qualifications. The medals for professionalism mentioned in subparagraph 1 of paragraph 1 of this article do not include medals awarded for achieving certain years of service.

十二、教育人員任用條例公布施行前進用之職員之陞遷準用本要點之規定，其資格及職稱依該條例公布 施行前原有關法令規定辦理。

Article 12. The directions apply to the promotion of faculty members who have been employed before the announcement and commencement of the Act of Governing the Appointment of Educators. The qualifications and titles of these faculty members shall conform to relevant regulations prior to the announcement and commencement of the Act of Governing the Appointment of Educators.

十三、會計人員、人事人員之進用及陞遷及稀少性科技人員之陞遷分別依照各該有關法令規定辦理。醫 事人員之進用及陞遷準用本要點及其專業法規之規定辦理。

Article 13. The employment and promotion of accountants and personnel staff and the promotion of technicians with rare specialties shall separately comply with relevant regulations. In addition to the mutatis mutandis application of the directions, the employment and promotion of medical staff shall conform to related professional regulations.

十四、甄審會及辦理進用、陞遷作業人員，不得徇私舞弊、遺漏舛誤或洩漏秘密；其涉及本身、配偶及 三親等以內血親、姻親之甄審案，應行迴避。如有違反，視情節予以懲處。

Article 14. The examination committee and personnel responsible for faculty employment and promotion must not engage in malpractice for personal gains, introduce errors or omissions, or disclose confidential information. The person in charge shall recuse him/herself from examination cases associated with him/herself, his/her spouse, or his/her relatives within three degrees of consanguinity or marriage relationships to avoid conflicts of interest. Penalties shall be imposed in accordance with the violation’s level of severity.

十五、本校附設高級工業職業進修學校職員之進用及陞遷甄審，依本要點規定辦理。

Article 15. The recruitment and promotion of faculty members of the Affiliated Senior Industrial Vocational Continuing Education High School of National Cheng Kung University shall comply with the directions.

十六、本要點未規定事項，悉依「公務人員陞遷法」、「公務人員陞遷法施行細則」及有關法令規定辦理。

Article 16. Matters not specified in the directions shall be dealt with according to the Civil Service Promotion Act, Enforcement Rules of the Civil Service Promotion Act, and other relevant regulations.

十七、本要點經行政會議審議通過後施行，修正時亦同。

Article 17. The directions are implemented upon approval by the Administrative Meeting. The same shall apply for all amendments to the directions.

These regulations were translated from the original Chinese. In the event of any discrepancies between the two versions, the Chinese always takes precedence.