[ 摘要 ]

在多元價值的社會中，應傾聽多元利害關係人的聲音，使少數的聲音不被埋沒，然而原住民在政府機關為弱勢中的弱勢，其需求與回應甚少獲得關注，故本研究以回應性評估為研究途徑，藉由相關文獻回顧與深度訪談台北市政府原住民公務員、非原住民公務員及主管人員三個面向之利害關係人，對台北市政府原住民進用政策進行回應性評估，瞭解他們對於原住民進用政策的「政策目標達成度」、「政策內容適切性」、「利害關係人回應性」之主張（claims）、關切（concerns）、議題（issues），以建構原住民進用政策應有的方向。

此外，本研究政策建議依研究發現及各章之研究為基礎所提出，期望對原住民進用政策有所貢獻。如下所述：

壹、進用管道方面

一、原住民特種考試名額應增加，使原住民中高階文官結構更具代表性，改善原住民職 位結構偏低的現象。

二、政府應逐年檢討「臺北市促進原住民就業自治條例」其進用人數之「質」與「量」，除應有控管機制，使之不浮濫外，並應維持進用管道暢通性與穩定性。

貳、進用資訊來源方面

一、對於原住民進用相關資訊應運用不同管道與媒介，使受惠者為真正需要幫助的原住民。

參、法制規範方面

一、修正「原住民族工作權保障法」之規定，使具公務人員任用資格之原住民無任職之侷限性。

二、原住民特種考試之年限限制為必須之制度設計，唯可斟酌縮短年限，或以鼓勵借調的方式加以改善其限制性。

肆、生涯發展方面

一、政府可提供進修補助或獎勵等政策誘因，以鼓勵原住民參加考試及進修，進而充實其知能並提升就業能力，革除旁人部分隱藏之歧視觀念。

二、政府於在職進修課程中，應設計原住民文化或專業領域相關課程。

[ 英文摘要 ]

In a society of multiple values, voices representing multiple stakeholders should receive more attention such that minority voices are not drowned out. Indigenous people are by disposition the weakest group within government agencies, with little or few notice given to their needs and feedbacks. Through the review of relevant articles and in-depth interviews with indigenous civil servants, non-indigenous civil servants and officials in Taipei City Government, this thesis attempts to understand via responsive evaluation the three parties’ claims, concerns and issues regarding “Achievement rate of policy objectives”, “Appropriateness of policy contents” and “Responsiveness of stakeholders” of current indigenous people employment policies in an effort to structure a proper direction for the indigenous people employment policy.



In accordance with research findings and based on the research of each chapter, this thesis makes the following suggestion in hope of contributing to future indigenous people employment policies:

1. Means to employment

I. An increase in acceptance quotas of indigenous people special examinations so that more representation is given in the higher ranks of the administrative structure hence improving the low ration in present structures.

II. Reviewing the “quality” and “quantity” of employment figures as specified in the “Taipei City Autonomic Regulations on Improving Indigenous People Employment” by the government on a yearly basis not just to incorporate control mechanisms to prevent casual establishment and also to maintain fluidity and stability within employment channels.

2. Sources of employment information

I. Utilizing various channels and medium in the propagation of employment information for indigenous people such that those indigenous people who need the most help benefits the most.

3. Legal regulations

I. The “Indigenous People Employment Rights Protection Law” be amended such that placing restrictions on indigenous people within the civil service are eliminated.

II. Institutional design on duration restrictions as a necessity in the Indigenous People Special Examinations. It is only through the shortening of durations and the encouragement in cross-unit temporary transfers that such restrictions can be improved.

4.Career development

I. Provision of incentives such as further education subsidies or bonus policies by the government to encourage participation in examinations and further studies by indigenous people so as to substantiate their abilities and advance their employment capability.

II. To design indigenous culture or professional area related courses in upgrading programs by the government.