◎Civil Service Protection
¢Safeguard for Civil Servants
Safeguard for the status of civil servants, position rank and grade, remuneration, working conditions, and their management is stipulated by the Civil Service Protection Act. In addition to the paid and full-time personnel employed by government agencies and public schools, the Civil Service Protection Act also apply mutatis mutandis to other personnel, thus expanding the coverage of civil service protection.
¢Remedy Process
The remedy process to safeguard the rights and interests of civil servants may be carried out as follows:
1. Petition for deliberation: Civil servants may petition the Commission for deliberation against administrative actions taken by the agency of employment or by the personnel administration agency concerned in the event such actions are sufficient to alter their status as civil servants, infringe upon their property right derived from public law, or cause significant harm to their rights or interests.
2. Re-appeal: Civil servants who believe that management measures or relevant working conditions rendered by the agency of employment are improper and thus damage their rights and interests may file an appeal at the agency of employment. If they are unwilling to accept the decision made by the agency, they may file a re-appeal at the Commission.
¢Review and Adjudication Process
Upon receipt of a petition for deliberation or re-appeal in relation to remedies involving rights and interests of civil servants (also referred to as Protection Cases) the Commission will commence a review of the procedures, followed by a substantive review. A set of recommendations will be forwarded to the full-time Commissioners for preliminary review, then to the review committee, and then to the Commission Meeting for final review and adjudication. The final decision shall be sent to the party and the government agencies involved.
¢Protection Case Review Procedures
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¢Follow-up and Listing
The commission’s decision on Protection Cases are binding on the government agencies involved. Both the agency of employment and the personnel administration agency concerned are obligated to implement such decisions and report, within two months, the status of such implementation to the Commission for follow-up and tracking.
¢Overview of Recent Achievements
The Commission handles close to 1,000 Protection Cases every year. In principle, each case is settled within three months, and about 90 percent of the cases received are settled each year. Concerning decisions given out during the deliberation process, although about 20 percent to 30 percent of the parties involved filed for administrative litigation, about 90 percent of the original decisions were subsequently upheld by the administrative court.
◎Civil Service Training
¢Legal Framework for Civil Service Training
In accordance with the Civil Service Training and Continuing Education Act, the Commission is in charge of the legal framework for unified national civil service training, the interpretation of regulations, and the supervision of government agencies in their formulation of annual training programs.
¢Types of Training Programs
1. The Commission organizes the following training programs:
2. Training for personnel who passed the civil service examinations: Those who passed the civil service examinations are required by law to undergo training to help first-time civil servants increase their knowledge and skills. Only those who have successfully completed training will be assigned to their respective posts as civil servants.
3. Promotion training: Before being promoted to the next higher rank, civil servants are required by law to undergo promotion training in order to further the necessary skills and knowledge. Such training also serves to cultivate mid-to-high ranking civil servants. The training programs include training for personnel promoted from junior to senior rank, training for personnel promoted from elementary to junior rank, training for police personnel promoted from a commissioned rank to a supervisory commissioned rank, training for police personnel promoted from a junior commissioned rank to a commissioned rank, and training for employees in transportation and communications enterprises promoted to a senior position.
4. Training for medium to long-term development of senior civil servants: To develop directors and future heads of government agencies, potential candidates are selected through a stringent screening process. Employing competencies as a basis for planning, the Commission also formulates learning maps and arranges internships and overseas training to help cultivate high-quality senior servants so as to increase national competitiveness.
5. Training on administrative neutrality: Training programs are organized to ensure impartiality, keep distance from disputes between political parties, and promote administrative neutrality among civil servants.
¢Training Programs Features
1. Competency-based training to increase training effectiveness
After conducting surveys and assessments on specific manpower requirements of government agencies, the Commission develops comprehensive and systematic training programs tailored to the career path development of individual civil servants. This enables the training to become more consistent with the needs of the individual and of government agencies.
2. Learner-centered and focus on theory and practice
The teaching methods include the use of flipped classrooms, role-play, problem-based learning, educational video, case studies, experiential learning, and internship to deepen the learning effect.
3. Stringent assessment, assistance to government agencies, and performance evaluation mechanisms
The Commission adopts stringent assessment, assistance, and performance evaluation mechanisms to ensure that training programs and their subsequent assessments are consistent with the needs of the hiring agency. The goal is to ensure the competence of personnel who have passed training and to help trainees become more prepared for their future assignments.
4. Recent Achievements
Each year, there are more than 50 senior civil servants who receive medium to long-term development training.
Training for personnel who passed the civil service examinations
l Elementary, Junior, and Senior Examinations
l Local Government Examinations
l Other Government Examinations
Each year, around 13,000 individuals who passed the civil service examinations undergo training. Among them, around 5,100 have passed the Elementary, Junior, and Senior Civil Service Examinations, while 2,000 have passed the Local Government Civil Service Examinations, accounting for 39 percent and 15 percent respectively. Some 5,900, or 46 percent of the trainees, have passed other government examinations, including those in foreign affairs, the police, and tax agencies.
Some 4,000 civil servants attend rank promotion training each year. Of them, around 1,600, or 40 percent, attend training for promotion from elementary to junior rank; 1,200, or 30 percent, for promotion from junior to senior rank; around 1,000 police personnel, or 25 percent, for promotion from a junior commissioned rank to a commissioned rank; 100 police personnel, or 3 percent, for promotion from a commissioned rank to a supervisory commissioned rank; and around 80 employees of transportation and communications enterprises, or 2 percent, for promotion to a senior position.
Training for civil service rank promotion
l Elementary to junior rank
l Junior to senior rank
l Police personnel promoted to a commissioned rank
l Police personnel promoted to a supervisory commissioned rankEmployees of transportation and communications enterprises promoted to a senior position
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