績效評估（Performance Appraisal）是執行人事行政之一種重要工具，它係透過系統的方法、原理來評定和測量員工在職務上的工作行為和工作成果。它也是管理者與員工之間的一項管理溝通活動。無論組織大或小、企業、政府或教育成員之表現必須被評估，以作為俸級、陞遷、契約終止、訓練需求等組織重要計畫之決策參考。綜言之，績效評估之目標在於組織效能之強化，以達成批判性及發展性之雙重目的。本文所採用的研究方法為實地研究法，此研究方法係研究者以其專業素養，親赴擬探討之現象相關之場合進行體驗與觀察，就其經歷作為分析之資料，擬以驗證研究理論與假設。為進行本論文，筆者於本（九十三）年六月十四日至八月十三日期間赴美國洛杉磯郡，拜會該郡政府負責規劃全郡員工績效評估制度之主任行政局等機關，以實地瞭解績效評估架構及運作情形。本文研究目的在於瞭解美國洛杉磯郡政府績效評估制度所建構策略計畫（Strategic Plan）、績效次數架構（Performance Count）及個人績效評估（Performance Appraisal）等措施之實際作法。本文主旨為美國洛杉磯郡政府績效評估制度係由郡層級之策略計畫、局層級之績效次數架構及個人績效評估所構成由上至下層級，層層相關所型塑而成，為完成全郡政府設定之願景及任務所建構之績效評估體系，以及該體系對我國現行績效評估制度之啟示。

Performance Appraisal（PA） is an important tool of personnel administration. Its importance is because of the systematic approaches and theories to evaluate and measure the behavior and performance of employee. From the perspective of management, PA is also an indispensable communication process between the supervisor and employee. The performance of employee from various organizations evaluated in a period of time is the dependable sources in the decisions about pay upgrade, promotion and contract terminated. PA is indeed effective in strengthening the effectiveness of organization to fulfill its goal and achieve the judgmental and developmental purposes simultaneously.  
The research method applied in this thesis is the Field Research, which heavily depends on the researcher’s professional background while conducting research. Through the researcher’s actual observation and experiment, the collected information can be effectively analyzed to support the theories. This thesis takes two-month time for researcher to make it possible. During the two months, Office of Chief Administration and other government offices in County of Los Angeles are visited for collecting supportive information regarding the framework and operation of performance appraisal system of Los Angeles County.
The main purpose of this thesis is to understand the “Strategic Plan ”, “Performance Count” and “Performance Evaluation”; these measures are systematically formulating the PA system of Los Angeles County. The main theme of this thesis is that the whole PA system is to fulfill the vision and mission set by Los Angeles County government under a close combination of the county-level strategic plan, the department-level performance count framework and the top-down performance evaluation, and how does this PA system mean to that of our nation.

第一章	緒論…………………………………………………………1
第一節	研究動機與目的………………………………………1
第二節	研究方法與限制………………………………………3
第二章	美國聯邦政府之績效評估制度概述………………………5
第一節	績效評估方法概述……………………………………5
第二節	美國聯邦政府績效評估制度之發展及作法…………12
第三章	洛杉磯郡政府之郡績效評估--策略計畫…………………19
第一節	郡政府績效評估體系及執行機關……………………19
第二節	郡策略計畫之型塑……………………………………23
第三節	郡策略計畫年度報告—以2003年策略計畫為例……26
第四章	洛杉磯郡政府之局績效評估--績效次數架構……………45
第一節	績效次數架構與策略計畫之關係……………………45
第二節	績效次數架構之定義、指標及執行步驟……………47
第三節	績效次數架構實例—社區服務區域補助金…………56
第五章	洛杉磯郡政府之個人績效評估……………………………58
第一節	郡政府個人績效評估依據……………………………58
第二節	郡政府常任及試用人員績效評估作法………………71
第三節	郡政府管理階層績效評估計畫………………………79
第四節	對我國政府機關績效評估制度之啟示………………83
第六章	結論…………………………………………………………87
附錄  訪談紀錄………………………………………………………90
參考書目………………………………………………………………93

壹、中文部分
書籍
王玉民著，社會科學研究方法原理。台北：洪葉文化事業有限公司，民國八十六年。
于泳泓、陳依蘋著，平衡計分卡完全教戰守策。台北：梅霖文化事業有限公司，民國九十三年。
幸田一男著，呂山海譯，目標管理實務：以經營管為基礎的新企業管理。台北：書泉出版社，民國七十七年。
彼得.杜拉克等著，高翠霜譯，績效評估。台北：天下遠見出版股份有限公司，民國八十九年。
保羅.尼文（Paul Niven）著，丁泳泓譯，平衡計分卡最佳實務：按部就班成功導入。台北：商周出版社，民國九十一年。
羅伯.柯普朗（Robert S. Kaplan）、大衛.諾頓（David P. Norton）著，朱道凱譯，平衡計分卡。台北：臉譜出版社，民國九十年。

貳、英文部分
Books：
Anthony, William P., Pamela L. Perrewe, K. Michele Kacmar, Strategic Human Resource Management. Fort Worth：The Dryden Press, 1993.
Armstrong, Michael, A Handbook of Human Resource Management Practice, 8th edition. London：Kogan Page Limited, 2001.
Burnham, Byron R., Evaluating Human Resources, Programs, and Organization. Malabar：Krieger Publishing Company.,1995
Coens, Tom, & Mary Jenkins, Abolishing Performance Appraisal- Why they Backfire and What to Do Instead. San Francisco：Berrett-Koehler Publishers, Inc.,2002.
Condrey, Stephen E., Handbook of Human Resource Management in Government. San Francisco：Jossey-Bass, 1998.
Dobbins, Cardy, Performance Appraisal: Alternative Perspectives. Cincinnati：South-Western Publishing Co., 1994.
Eichel, Evelyn & Henry E. Bender, Performance Appraisal-A Study of Current Techniques. New York：Research and Information Service, American Management Association.,1984
Grote, Dick, The Complete Guide to Performance Appraisal. New York：American Management Association.,1996.
Kaplan, Robert S. & David P. Norton, The Balanced Scorecard. Boston：Harvard Business School Press, 1996.
Latham Gary P.& Kenneth, N. Wexley,Increasing Productivity Through Performance Appraisal, 2nd edition. New York：Addision-Wesley Publishing Company.,1994.
Rossett, Allison, First Things First：A Handbook for Performance Analysis. San Francisco：Jossey-Bass/Pfeiffer., 1999. 
Smither, James W., Performance Appraisal：State of the Art in Practice. San Francisco：Jossey-Bass Publishers, 1998.