94.03.21學務主管會議討論修正通過

Amended and approved on March 21, 2005 by student affairs management meeting

94.04.11學務主管會議修正確認通過

Amended and approved on April 11, 2005 by student affairs management meeting

95.01.09學務主管會議討論修正通過

Amended and approved on January 9, 2006 by student affairs management meeting

95.02.20學務主管會議討論修正通過

Amended and approved on February 20, 2006 by student affairs management meeting

97.04.28學務主管會議討論修正通過

Amended and approved on April 28, 2008 by student affairs management meeting

99.10.18學務主管會議討論修正通過

Amended and approved on October 18, 2010 by student affairs management meeting

101.06.20學務主管會議討論修正通過

Amended and approved on June 20, 2012 by student affairs management meeting

105.05.11學務主管會議討論修正通過

Amended and approved on May 11, 2016 by student affairs management meeting

一、本處考核分平時考核與年終考績考核，平時考核為1-4月、5-8月及9-12月共3次。

1.    The performance reviews shall include regular reviews and a year-end review. The regular reviews occur during three periods which cover Jan-March, May-August and September-December.

二、評分標準如下：

＜A:85分以上＞任事認真負責，工作態度主動積極，合作性佳，積極主動解決問題，並有具體事蹟者，對臨時交辦或專案業務亦全力以赴，工作成效佳。

＜B:80-84分＞任事認真負責，工作態度主動積極，合作性佳，對臨時交辦或專案業務亦全力以赴，工作成效佳。

＜C:75-79分＞工作態度可，盡守本分，尚可於時限內完成，少被催辦，品質可。

＜D:70-74分＞上班時間怠忽職守或工作態度不夠主動，欠敬業與負責，不善合作。

＜E:70分以下＞上班時間怠忽職守或工作態度欠佳；工作職掌業務應做未做或處理時效上催辦率極高。

綜合評予100分以內之整數分數；考列90分（含）以上者，受考人須符合「公務人員考績法施行細則」第四條規定之特殊條件各目之一以上，並附具體事蹟（證），且所屬主管應親自向學生事務長說明。

2.    The performance reviews are evaluated based on the below criteria:

A: Score 85 or above – the person is devoted and responsible, has proactive work ethics, is great team player and proactive problem solver, and has factual supports. The person also takes full responsibility for unexpected assignment or project and delivers excellent results.

B: Score between 80-84 – the person is devoted and responsible, has proactive working ethics and is great team player. The person also takes full responsibility for unexpected assignment or project and delivers great results.

C: Score between 75-79 – the person has good working ethics and accomplishes assignments as expected and within deadline. The person also requires little to no oversight and delivers good results.

D: Score between 70-74 – the person is occasionally absent during office hours or lacks proactive working ethics, has little self-discipline to follow through the assignments and is often not a great team player.

E: Score below 70 – the person is occasional absent during office hours or has unacceptable working ethics, fails to complete the assignments as expected or requires constant follow-ups.

The total comprehensive score is within 100; If the total score is 90 (inclusive) or above, the person being evaluated shall be qualified for one of the four items listed in article 4 of “Enforcement Rules of Civil Service Performance Evaluation Act “ and shall provide to the supporting evidences. The direct supervisor shall also brief the

Vice President for Student Affairs in person.

三、平時考核由各單位主管組室主管完成評量，再以密件送達學務長核閱。

3.    The regular reviews shall complete by the supervisors of each division or office and forward to the Vice President for Student Affairs in confidential mail for further review.

四、年終考績等第，由單位主管初評後，再召開年終考績審查會議討論決定全處同仁之年終考績等第。

4.    The year-end evaluation shall complete by the supervisors of each unit initially and then call for the year-end performance review meeting for further discussion and determine the final scores of all employees in division.

五、年終考績考核

(一) 特殊分數：

事病假扣分：事病假合計5天（含）內不扣分，每超過一天扣考績總分一分。

獎懲數：嘉獎（申誡）一次，考績總分加（減）一分；小功（小過）一次：考績總分加（減）三分；大功（大過）一次：考績總分加（減）九分。獎懲數依據人事室及總務處函文發佈日期為準。

(二) 年終考績

公務人員職工之當年度年終考績分數以當年度平時考核分數加總平均後，加減上述特殊分數，再參考當年等第考績名額，決定考績名單。

(三) 召開年終考績審查會議

學務長擔任召集人，各組室主管為當然委員，共同會議討論決定各等第名單。

5.    Year-end performance review.

(1)   Special points

Sick day: Less than five sick days is exempted from any point deduction. Any day after five days is subject to one point deduction.

Reward and punishment: A citation/admonition equals one point extra/deduction, respectively; a merit/black mark equals three points extra/deduction, respectively; and a distinction/demerit equals nine points extra/deduction, respectively. The reward or punishment points are based on the date of the notice issued by the personnel office and general affairs department.

(2)   Year-end performance review

After averaging out the civil servants’ year-end performance scores and regular performance scores, plus or minus the special points, the performance review result is then determined based on the level of current year quota.

(3)   Year-End performance review meeting

Vice President for Student Affairs act as the chairperson and the supervisors of divisions or offices are apparent members. The meeting shall be held to discuss and determine the list for each position and its respective level.

六、聘（契）僱人員之年終考核成績達80分以上始晉薪一級；70分以上，未滿80分留支原薪，不滿70分，不予續聘。

6.     Contractors who have year-end performance scores above 80 will advance a level. If above 70 but less than 80, they will maintain the same position and compensation. If less than 70, their contracts will not be renewed.

七、本處同仁績效考核配合本校人事室之作業時程進行；每次考評分為3類，每類最高分者當選為最佳學務人員，分別為職技人員(含約聘人員及專案工作人員)、教官（含校安人員，不含兼任組長）、工友(含宿舍管理員)，於學務主管會議或相關場合中頒贈獎牌以茲鼓勵，同時將得獎具體事蹟登載於學務簡訊。凡當選本處最佳學務人員者，除具有特殊重大貢獻者外，不得連續獲獎。

7.     The Office’s performance review is processed in accordance with the timeline set by the University’s personnel office. Each evaluation includes three categories. The highest score in each category is qualified as the best student affairs faculty. The three categories include occupational personnel (including contract employees and project employees), instructor (including school safety personnel but excluding part-time section chief) and maintenance workers (including dormitory administration staff). Those who score the highest score shall be honored during the student affairs management meeting or similar meetings and the supports of their performance shall be included in student affairs brief.  Except otherwise noted with significant contributions, the best student affairs faculty award shall not give to the same person in consecutive years.

八、為加強各組室間之協調與合作，提升各組室工作績效，於上述年終考績審查會議中，選出年度最能與其他組室配合、協調及合作績優組室，可獲績效獎金，最高5000元，由其組室主管統籌分配運用，除具有特殊重大貢獻者外，不得連續獲獎。

8.     In order to strengthen the collaboration and cooperation among divisions and offices and improve the work performance, the best division and/or office selected during the year-end review which demonstrate the abilities to collaborate and cooperate with others will be rewarded with performance bonus, upward to $5,000, during the aforementioned year-end performance review committee. The reward will be utilized by the division/office supervisor at his/her discretion. Unless otherwise noted with significant contributions, the reward shall not be given to the same division/office in consecutive years.

九、本要點經學務主管會議通過後實施，修正時亦同。

9.     The Guidance shall be taken into effect after approved in student affairs management committee. Any subsequent amendments shall follow the same procedures.

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