| Summary: | 碩士 === 國立臺北大學 === 公共行政暨政策學系 === 94 === 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.
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