94年12月21日第610次主管會報通過

96年1月3日第629次主管會報修正通過

96年8月8日第640次主管會報修正通過

97年6月4日第657次主管會報修正通過

100年12月21日第718次主管會報修正通過

105年10月26日第797次主管會報修正通過

109 年 1 月 15 日第 819 次主管會報修正通過

109年9月2日第823次主管會報修正通過

112 年 1 月 11 日第 837 次主管會報修正通過
 

一、國立成功大學(以下簡稱本校)為激勵工作士氣，提昇行政效能，依據本校進用校聘人員實施辦法，訂定本要點。

The National Cheng Kung University (NCKU) Guidelines for Evaluating Contract Employees (hereinafter “these Guidelines”) are established as per the NCKU Implementation Regulations for the Recruitment of Contract Employees by NCKU to increase employee morale and administrative efficiency.

二、本要點適用對象，係指依本校進用校聘人員實施辦法進用之人員。

These Guidelines apply to individuals recruited by NCKU in accordance with the NCKU Implementation Regulations for the Recruitment of Contract Employees.

三、校聘人員，任職至年終滿一年者，應依本要點辦理其當年一月至十二月連續任職期間之年終考核；任職未滿一年者，不予辦理。

Contract employees who have consecutively worked for 1 year or more by the end of a year shall, as per these Guidelines, apply for a year-end evaluation of their performance in January–December of the year concerned; those who have worked for less than 1 year are exempted from such an evaluation.

四、年終考核以一百分為滿分，其等第、分數、人數比例及獎懲規定如下：

(一)   優等：九十分以上，晉薪一級，並給與新臺幣一萬元之考核獎金。人數不得超過當年度受考人數總額 10％。 但擔任一級單位秘書工作，經跨單位考核獲優等者，不在此限。

(二)   甲等：八十分以上，未滿九十分，晉薪一級。

(三)   乙等：七十分以上，未滿八十分，留支原薪。

(四)   丙等：不滿七十分， 終止契約。

每年度由人事室簽請校長核定各單位考列乙等以下人數初評比例，以不超過當年度受考人數總額 15%為上限。

當年度依本校績優職工選拔表揚要點獲選績優職工者，應考列優等。名額不計入第一項第一款優等人數比例，但不再支領考核獎金。

當年度已支達最高薪者，考列甲等以上時， 不再晉級。

考列優等人員之考核獎金，由校務基金自籌經費項下支給。

With a maximum score of 100 points, the year-end performance evaluation has several regulations on grade point, scoring, recipient quota and ratio, rewards, and penalties, which are described as follows:

(1)   Excellence: An individual with a grade of ≥90 points is granted a pay rate increase of one level with a bonus of NT$10,000. The number of such reward recipients shall not account for more than 10% of the total population receiving performance evaluation of the year in question. An individual serving as a secretary for any first-level unit, upon being recognized as excellent by a cross-unit evaluation, shall not be subject to this restriction.

(2)   Grade A: An individual with a grade of ≥80 points but less than 90 points is granted a pay rate increase of one level.

(3)   Grade B: The pay rate shall remain unchanged for an individual with a grade of ≥70 points but less than 80 points.

(4)   Grade C: An individual with a grade of <70 points shall be subject to contract termination.

Each year, the Personnel Office shall ask the NCKU president to review and approve the list of employees who achieved a B or lower grade in their preliminary evaluation; the proportion of employees in the aforementioned grade range shall not exceed 15% of the employees being evaluated in that year.

The performance of employees recognized as having excellent performance as per the NCKU Guidelines for Selecting Faculty Members and Employees with Excellent Performance shall be considered excellent. The quota for such employees is excluded from the quota limit as specified in Subparagraph 1 of Paragraph 1. However, these employees do not receive evaluation bonuses.

If an individual has reached the highest pay rate level in the year concerned, his/her rank is no longer advanced where an Excellence or A grade is granted.

Bonuses for employees whose performance is recognized as excellent are paid by the self-generated income of the University Endowment Fund.

五、辦理校聘人員年終考核，應以平時考核為依據。人事室於每年四月及八月將平時考核紀錄表送請單位主管考核所屬校聘人員之平時成績，並將考評結果記錄於平時考核紀錄表密送人事室彙整後，簽陳校長核定。

每年十一月由人事室將年終考核表送請單位主管依據校聘人員之工作、操行、學識、才能等逐級初評後，交由人事室彙提本校校聘人員管理委員會複評，並簽陳校長核定。

A year-end performance evaluation of contract employees shall be implemented according to their year-round evaluation results. Every April and August, the Personnel Office sends a regular performance evaluation form to the unit responsible for reviewing the regular performance of the contract employee concerned; the results are recorded on the form and returned to the Personnel Office by bcc, after which the form is approved and signed by the president.

Every November, the Personnel Office sends a year-end performance evaluation form to the unit responsible for rating the contract employee in question by level regarding his/her work performance, conduct, knowledge, and abilities, thereby completing the preliminary evaluation. The completed form is returned to the Personnel Office, after which the office submits it to the Contract Employee Management Committee for a second review; the ratified review is then approved and signed by the president.

六、受考人在當年度具有下列條件二款以上之具體事蹟者，始得評列優等：

(一)   對所交辦重大業務，經認定如期圓滿達成任務，有具體事蹟者。

(二)   曾獲一次記功二次以上，或累積達記功二次以上之獎勵者。

(三)   對主管業務，提出具體方案或改進辦法，經採行認定確有績效者。

(四)   在工作或行為上有良好表現，經公開表揚者。

(五)   辦理重大工作，規劃周密，經考評有具體績效者。

(六)   對於艱鉅工作，能克服困難，達成任務，有具體事蹟者。

(七)   管理維護公物，克盡善良管理職責，減少損害，節省公帑，有具體重大事蹟者。

(八)   辦理服務工作，工作績效及服務態度良好，有具體事蹟者。

(九)   奉派代表國家或本校參加與本職有關之國際性比賽，成績列前三名者。

(十)   代表本校參加國際性會議，表現卓著，為校爭光者。

當年度有下列情形之一者，不得考列甲等以上：

(一)   平時考核獎懲經抵銷後，累積達申誡以上處分者。

(二)   有遲到、早退情節嚴重或曠職紀錄者。

(三)   事、病假合計超過十四日者。

(四)   辦理服務工作，態度惡劣，影響本校聲譽，有具體事實者。

前項第三款有關事、病假合計之日數，應扣除請家庭照顧假、生理假及因安胎事由所請之事、病假（含延長病假）之日數。

當年度有下列情形之一者，應考列丙等：

(一)   對擔任之工作確不能勝任，影響本校業務者。

(二)   有本校臨時人員工作規則第五條規定各款情事之一，並經查證屬實者。

Any individuals subject to a performance evaluation may receive an Excellence grade if they have two or more of the following achievements:

(1)   Having fulfilled tasks of a major business with substantial deeds.

(2)   Having been granted at least two merits on one occasion or on several occasions.

(3)   Having proposed a specific solution for or approach to improvement regarding the business for which they are responsible, and said solution or approach has been determined effective after adoption.

(4)   Having been publicly recognized for great work or behavioral performance.

(5)   Having managed major affairs with meticulous planning and been recognized as having achievements by an evaluation.

(6)   Having overcome difficulties encountered when conducting challenging work and fulfilling corresponding tasks with substantial deeds.

(7)   Having supervised the maintenance of public properties and fulfilling management responsibilities with reduced damage, reduced cost, and major achievements.

(8)   Having handled service affairs with great work performance and attitude with substantial deeds.

(9)   Been appointed to attend an international competition related to their job responsibilities for their country or NCKU and winning one of the top three prizes.

(10) Having attended an international conference for NCKU with outstanding performance and winning honor for the university.

Individuals may not receive an A or higher score if they have one or more of the following records:

(1)   Having one or more reprimand(s) after the regular evaluation rewards and penalties are offset.

(2)   Being subject to problems caused by being seriously late, leaving early, or having a record of absenteeism.

(3)   Having taken more than 14 days of personal leave and sick leave.

(4)   Having exhibited a bad attitude and damaged NCKU’s reputation.

The sick and personal leave stated in Subparagraph 3 of the previous paragraph excludes personal or sick leave (including extended sick leave) pertaining to family care, menstruation, and tocolysis.

Any individuals may receive a C grade if they have one or more of the following records:

(1)   Being unable to fulfill the corresponding responsibilities and affecting the school business.

(2)   Being subject to one of the situations specified in Article 5 of the NCKU Temporary Staff Working Rules, and having this verified as true after an investigation.

七、本校校聘人員管理委員會審議校聘人員年終考核時，對擬考列丙等人員，應給予當事人陳述之機會。

Where the NCKU Contract Employee Management Committee intends to give a C to a contract employee in the year-end performance evaluation, it shall provide the individual in question with the opportunity to state his/her opinions.

八、年終考核結果，自考核年度之次年一月起執行，考核結果應以書面通知受考人。

The year-end performance evaluation shall be initiated in January following the year in question, and the individual in question shall be informed of the results.

九、各單位辦理所屬校聘人員考核作業，應本認真、公平、公正、客觀之態度，確實依平時成績考核為依據，不得有濫用考核權力、徇私舞弊，並禁止任何有關性別、性傾向、年齡、種族或身心障礙等任何形式之歧視情形。

All units shall be conscientious, fair, impartial, and objective during the evaluation of contract employees and shall apply to contract employees the standards as applied to their employees during usual performance evaluations. The evaluation units may not abuse their authority or engage in favoritism or fraud; they are also prohibited from practicing any form of discrimination based on gender, sexual orientation, age, ethnicity, or disabilities.

十、本要點未盡事宜，得參照公務人員考績法及勞動基準法等相關規定辦理。

Matters not specified in these Guidelines shall be undertaken in accordance with the Civil Servant Performance Evaluation Act, Labor Standards Act, and other relevant regulations.

十一、本要點經主管會報通過後，陳請校長核定後實施，修正時亦同。

These Guidelines shall be implemented upon approval by the Chief Administrators Council and ratification of the president. Any amendments shall be processed accordingly.