96年7月11日95學年度職員考績委員會第4次會議通過

教育部96年7月24日台人(二)字第0960113317號函同意備查

101年1月5日100學年度職員考績委員會第2次會議通過修正第三點

教育部101年3月6日臺人(二)字第1010034110號函同意備查修正第三點

102年11月13日102學年度職員考績委員會第1次會議通過修正第四點

教育部102年12月25日臺教人(三)字第1020192964號函同意備查修正第四點

107年6月27日106學年度職員考績委員會第3次會議通過修正第八點

教育部107年7月20日臺教人(三)字第1070113325號函同意備查修正第八點

107年11月8日107學年度職員考績委員會第1次會議通過修正第四點

教育部107年11月20日臺教人(三)字第1070204068號函同意備查修正第四點

一、  國立成功大學(以下簡稱本校)為辦理職員獎懲，特依公務人員考績法施行細則第十三條第三項規定訂定職員獎懲實施要點(以下簡稱本要點)。

1.    To manage staff rewards and penalties, National Cheng Kung University (NCKU) established the NCKU Guidelines for Staff Rewards and Penalties (hereinafter “these Guidelines”) in accordance with Paragraph 3, Article 13 of the Enforcement Rules of the Civil Servant Performance Evaluation Act.

二、  本校職員之獎懲，除法令另有規定外，依本要點辦理。

2.    Unless otherwise specified in other regulations, rewards and penalties for NCKU staff are determined in accordance with these Guidelines.

三、  本要點之適用對象為本校編制內職員，駐衛警及校聘人員之獎懲標準準用本要點之規定辦理。

3.    These Guidelines apply to the reward and penalty administration of NCKU staff members, campus security guards, and contract employees.

四、  獎懲原則：

（一） 對於職責內應辦事項，除屬創新作法、簡化流程等績效卓著或有特殊貢獻者得予獎勵外，經常性、例行性業務，僅作為年終考績之參考。

（二） 同一事項，應俟全部完成後，視實際績效依規定辦理獎懲，且不得重複獎懲。

（三） 對涉及數單位協力完成之案件，獎勵應以負主要責任之主辦單位人員為優先，其餘人員視其具體績效審慎核議獎勵；懲處應不分主、從單位一併檢討責任歸屬，覈實議處。

（四） 對於跨單位間之方案或計畫執行成效之獎懲，主辦單位應於擬定方案或計畫時，視實際需要訂定統一之獎懲標準，或於辦理獎懲時，本衡平原則通盤考量，避免寬嚴不一。

（五） 就某優良事蹟，已領取津貼或工作酬勞者，基於獎勵不重複原則不予敘獎。

（六） 校外單位建議之敘獎案，得由所屬單位參照本要點規定簽提職員考績委員會審議。

（七） 上級機關明定之獎懲案件，依上級機關之規定辦理。

（八） 人事、主計人員之獎懲案件，如涉通案性質，應與本校內其他人員保持衡平者，先提職員考績委員會評審通過後，再循人事、主計系統辦理。如僅涉及人事、主計系統業務之平時考核獎懲案件，可由各該系統依公務人員考績法等有關規定辦理。

4.    Reward and penalty principles are detailed as follows:

(1)   Concerning mandatory duties, the performance of staff in handling regular and routine work serves only as a reference for the year-end performance evaluation, except for rewards granted for those with excellent performance in management innovation or process simplification or with special contributions.

(2)   A reward or penalty for each work item shall be administered only after the item is accomplished, and the reward or penalty shall not be repeated.

(3)   With respect to a project accomplished by several units, rewards shall be prioritized for the personnel of the host unit and shall be granted for those in other participating units according to their actual performance through meticulous reviews. The accountability of both the host and cohost units for a penalty shall be jointly determined through an investigation.

(4)   Regarding rewards and penalties for the involved units in a cross-unit project, the host unit shall, when planning the project, determine unified reward and penalty standards as per the actual demand. Alternatively, the host unit shall determine a reward or penalty ex aequo et bono, thereby avoiding unfair decision making.

(5)   Under the principle of avoiding reward repetition, those who have received an allowance or payment for their excellent performance shall not be granted any rewards again.

(6)   Regarding rewards recommended by extramural units, the unit to which the reward recipient in question belongs may, in accordance with these Guidelines, submit the reward application to the Staff Performance Evaluation Committee (hereinafter “the Committee) for review.

(7)   A reward or penalty specified by the superior agency in question shall be managed according to relevant regulations stipulated by the agency.

(8)   Concerning rewards or penalties for personnel and budget, accounting, and statistics staff, if the staff member in question is involved in a general case where accountability shall be fairly considered with other involved persons, the reward or penalty of the staff member shall first be submitted to the Committee for review. After the reward or penalty is approved, the case may be subsequently managed according to the personnel or budget, accounting, and statistics system concerned. Regular rewards and penalties for personnel and budget, accounting, and statistics staff may be managed by the system in question as per relevant regulations such as the Civil Servant Performance Evaluation Act.

五、  獎勵標準：

（一）有下列情形之一者，嘉獎：

1     .工作勤奮，服務認真，對提昇單位服務品質，有具體優良事蹟者。

2  .對主辦業務提供改進意見，經採行者。

3  .對上級交辦(如為民服務、性別平等)或有關機關委辦重要事項，認真負責，圓滿達成任務，績效良好者。

4  .辦理國際性或全國性會議、活動，計畫周詳，聯繫協調得宜，表現優異者。

5  .奉准參加全國性之比(競)賽活動，獲得前三名者。

6  .代理他人職務期間達四週以上，未滿六個月，負責盡職，成績優良者。

7  .協助辦理非本職業務，負責盡職，成績優良者。

8  .從事研究發展，對促進業務改革，經審定成績優良者。

9     其他優良行為或事蹟，足資獎勵者。

(二) 有下列情形之一者，記功：

1. 研擬法令規章或重要計畫，經採納實施，著有績效者。

2. 對主辦業務提出具體改進方案，經採行確具成效者。

3. 對主辦業務之推展，主動積極，負責盡職，確具成效者。

4. 研擬專案業務，提出改革具體方案，經採行實施具有價值者。

5. 執行上級交辦重要事項，克服困難，圓滿達成任務，著有績效者。

6. 處理緊急任務或偶發事件迅速圓滿完成，著有績效者。

7. 代理他人職務期間達六個月以上，負責盡職，成績優良者。

8. 檢舉或協助偵破重大違法舞弊案件者。

9.   其他重大功績，足資表率者。

5.  Reward standards are as follows:

(1) A staff member whose performance meets one of the following conditions should be rewarded with a commendation:

1     Working hard with good service and helping his/her unit improve its service quality with substantial deeds of excellence.

2     Proposing new ideas to improve the affairs he/she is responsible for with actual results.

3     Working hard to fulfil his/her tasks assigned by supervisors (e.g., citizen service and gender equality affairs) or successfully handling critical work appointed by relevant agencies with excellent performance.

4     Organizing international or national conferences or events with detailed planning, appropriate coordination, and outstanding performance.

5     Being approved to attend a national competition and winning one of the top three prizes.

6     Acting as a substitute for a colleague for more than 4 weeks but less than 6 months with a strong sense of responsibility and great performance.

7     Assisting in handling affairs for which they are not responsible with diligence and great performance.

8     Engaging in research and development that facilitates business revolution with verified excellent performance.

9     Achieving other excellent performance that merits commendation.

(2) A staff member whose performance meets one of the following conditions should be rewarded with a merit:

1.   Proposing an act, regulation, or critical project that exhibits great outcomes after adoption.

2.   Proposing a specific improvement solution for the business they are responsible for with substantial outcomes after adoption.

3.   Being self-motivated in promoting the business for which they are responsible with relevant tasks being fulfilled and substantial outcomes.

4.   Developing specific project businesses, proposing practical solutions, and demonstrating the value of these businesses and solutions after adoption.

5.   Overcoming difficulties and fulfilling his/her tasks when handling crucial work assigned by his/her supervisor with excellent performance.

6.   Rapidly and effectively handling an emergency or contingency with excellent performance.

7.   Acting as a substitute for a colleague for more than 6 months with a good sense of responsibility and great performance.

8.   Reporting or helping detect a major illegal incident or fraud.

9.   Achieving other excellent performance that deserves merit.

六、  懲處標準：

(一)有下列情形之一者，申誡：

1. 怠忽職守，敷衍塞責，情節輕微者。

2. 對主辦業務及交辦事項無故延誤或疏漏舛錯，情節輕微者。

3. 對屬員疏於督導考核，致影響業務推展，情節輕微者。

4. 對公物未盡善良保管義務或有浪費公帑情事，致造成損失，情節輕微者。

5. 言行不檢，有損學校或公務人員聲譽，情節輕微者。

6. 其他違反公務員法令之規定事項，情節輕微者。

(二)有下列情形之一者，記過：

1. 工作不力或擅離職守，貽誤公務者。

2. 違反紀律或言行不檢，品行不端，有損學校聲譽或公務人員形象者。

3. 無故違抗長官命令或指揮，影響公務情節重大，有確實證據者。

4. 洩漏公務機密，情況尚非嚴重，但已引起處理困難者。

5. 誣控濫告長官、同事，經查屬實，情節尚非重大者。

6. 對公物未盡善良保管義務或有浪費公帑情事，致造成損失，情節較重者。

7. 對屬員督導考核不週，致造成不良後果，情節較重者。

8. 代替或委託他人簽到(退)經查屬實者。

9. 其他違反公務員法令之規定事項，情節較重者。

6.     Penalty standards are as follows:

(1) A staff member whose performance meets one of the following conditions should be disciplined with a reprimand:

1. Being irresponsible for his/her duties and demonstrating a perfunctory attitude with a minor offense.

2. Causing delay or making mistakes without due explanation when handling the businesses they are responsible for or work they are assigned with a minor offense.

3. Failing to supervise and discipline his/her subordinate(s) and negatively affecting the promotion of relevant businesses with a minor offense.

4. Failing to fulfil his/her obligation to protect public property or wasting public funds, causing loss with a minor offense.

5. Demonstrating indiscreet speech or conduct that results in damage to NCKU’s reputation or civil servants with a minor offense.

6. Violating other regulations specified in acts related to civil servants with a minor offense.

(2) A staff member whose performance meets one of the following conditions should be disciplined with a demerit:

1. Failing to take care of his/her work or being absent from work without permission, adversely affecting public affairs.

2. Breaching rules or demonstrating indiscreet speech or conduct with misbehavior that damages the reputation of NCKU or civil servants.

3. Disobeying an order or command given by his/her supervisor and causing severe adversities to public affairs backed by valid evidence.

4. Leaking confidential information regarding public affairs and causing difficulties in subsequent management, despite the minor offense.

5. Maliciously accusing his/her supervisor or colleague(s), with the offense verified to be true but minor.

6. Failing to fulfil his/her obligation to protect public property or wasting public funds, causing loss with a major offense.

7. Failing to supervise and discipline his/her subordinate(s) and negatively affecting the promotion of relevant businesses with a major offense.

8. Substituting or appointing an individual to sign in or out, with the offense verified to be true.

9. Violating other regulations specified in acts related to civil servants with a major offense.

七、  本要點所列嘉獎、記功、申誡、記過之規定，應視其情節，核予一次或二次之獎懲。

7.    The commendation, merit, and demerit determined in these Guidelines shall be administered once or twice depending on the circumstances concerned.

八、  獎懲案件之提出，應填具獎懲建議表(如附件)，由直屬單位主管依行程政序簽核後，提職員考績委員會審議通過，陳校長核定後發布。

但如符合歷次職員考績委員會決議之審議原則，得由人事室簽奉校長核定後照案發布獎勵令，並於發布後三個月內提交考績委員會確認。

8. The reward/penalty recommendation form (as attached) shall be filled out to apply for a reward or penalty; the completed form shall be signed and approved by the supervisor of the unit to which the staff member in question belongs according to relevant administrative procedures, and later submitted for a Committee review. The approved case shall be announced upon ratification of the president.

However, if the case applies to the review principles resolved by the Committee in previous meetings, it may be signed by the Personnel Office and the president, after which a reward order is announced accordingly. The case shall be submitted to the Committee for verification within 3 months following the order announcement.

九、  懲處案件應予當事人陳述之機會，案件提職員考績委員會時，由人事室通知當事人到場說明或以書面提出說明。

9.    The party subject to a penalty case shall be provided the opportunity to state his/her opinions. When the case is filed to the Committee, the Personnel Office shall notify the party to provide a relevant explanation by attending the Committee meeting or submitting a written statement.

十、  本校教師及以校務基金進用之專案人員如有符合本要點第四點之優良事蹟者，得經單位主管依行政程序簽請校長親致謝函或頒發感謝狀。

10.  As for faculty members and project staff recruited using the university endowment fund whose performance meets the conditions specified in Article 4 of these Guidelines, a thank-you letter or certificate of appreciation may be issued and signed by their supervisors according to relevant administrative procedures and presented to them by the president in person.

十一、   本要點經考績委員會審議通過，報請教育部備查後實施，修正時亦同。

11.  These Guidelines shall be implemented upon review and approval by the Committee and ratification of the Ministry of Education for future reference. Any amendments shall be processed accordingly.