Examination Yuan Approves 3-Tier Civil Servant Performance Review; Dismissal for No Improvement
Taiwan's Examination Yuan has approved an amendment to the Civil Servant Performance Evaluation Act, simplifying ratings to three tiers: 'Excellent,' 'Good,' and 'Not yet good.' The new system introduces a mechanism to dismiss employees who fail to show results.
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- 📰 Published: May 14, 2026 at 16:42
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Central News Agency
(CNA, Reporter Kao Hua-chien, Taipei, 14th) The Examination Yuan today passed an amendment to the Civil Servant Performance Evaluation Act, adjusting the current four tiers of A, B, C, and D to three tiers: Excellent, Good, and Not yet good. The amendment also provides specific criteria for 'Excellent' and 'Not yet good' ratings. Those rated 'Not yet good' will be given a six-month improvement period; if they still do not meet expectations, or if they receive a second 'Not yet good' rating within three years, they shall be dismissed.
The Examination Yuan stated in a press release that its board today approved the draft amendment to the Civil Servant Performance Evaluation Act, which will be sent to the Legislative Yuan for deliberation soon.
The Examination Yuan explained that this amendment primarily divides the broad concept of performance evaluation into two categories: 'work performance evaluation' and 'rewards and punishments.' The core idea is to simplify the work performance evaluation tiers, make the standards more concrete, and focus on the actual work performance of civil servants. This will allow performance evaluations to be more closely linked with promotions within the agency and enable timely rewards or disciplinary actions, while also strengthening the protection of civil servants' due process rights.
The Examination Yuan noted that in past performance evaluation practices, the 75% cap on 'A' ratings and the difference in bonuses (one month for 'A', half a month for 'B') have caused much controversy. This amendment adjusts the current A, B, C, and D tiers to 'Excellent,' 'Good,' and 'Not yet good.' It also provides specific reasons for 'Excellent' and 'Not yet good' ratings, with all other personnel being rated 'Good,' to facilitate supervisors' assessments and reduce complaints about unfair evaluations.
The Examination Yuan said that both 'Excellent' and 'Good' ratings allow for a salary step increase, with bonuses increased to 1.3 months and 1 month, respectively. For those who have already reached the highest salary step, the current provision of an additional one-month salary bonus will be maintained to recognize the hard work and dedication of diligent and competent personnel.
Furthermore, to closely link performance evaluations with promotions, civil servants who have been rated 'Excellent' in their annual performance reviews for the last three consecutive years will, in addition to an extra salary step increase in the third year, be prioritized for agency promotion selection lists and grade advancement training if they have been rated 'Excellent' for three of the last five years, so as to cultivate and select outstanding talent.
The Examination Yuan pointed out that for those rated 'Not yet good,' a self-improvement mechanism will be established, giving them a six-month improvement period to adjust and improve their work patterns and performance. If they still do not meet expectations after the six-month period, or if they receive a second 'Not yet good' rating within three years, they shall be dismissed, in order to achieve the practical effect of rewarding the excellent and eliminating the underperformers through performance evaluation.
The Examination Yuan said that agencies should already be conducting regular performance evaluations and implementing rewards or punishments in a timely manner based on civil servants' usual work performance. Additionally, considering society's expectations for civil servants' conduct outside of work, and to demonstrate strict discipline and management, agencies should promptly handle service-related disciplinary actions for any violations of service laws or disciplinary behavior, with tiered disciplinary reasons based on severity to make the punishments more compliant with the principle of proportionality.
The Examination Yuan noted that to protect civil servants' due process and right to defense, for major disciplinary actions that significantly affect their rights, such as dismissal or demotion by one or more grades, it is stipulated that the agency may not refuse the request of the evaluated person to have a lawyer or relevant professional assist them in presenting their case.
The Examination Yuan stated that the performance evaluation system is crucial to the operational effectiveness of the government and the rights of civil servants. After President Chou Hung-hsien, Vice President Hsu Shu-hsiang, and the Examination Committee members took office in December 2024, they prioritized the performance evaluation system. The Ministry of Civil Service immediately began a review in the first half of 2025, consulting with central and local authorities and civil servant associations, and widely collecting opinions from grassroots civil servants and the public. The Ministry of Civil Service also made six special presentations to the Examination Yuan.
The Examination Yuan pointed out that this draft amendment to the Performance Evaluation Act returns the focus of performance evaluation to the actual work performance of civil servants, to achieve the goal of truly rewarding the excellent and eliminating the underperformers. At the same time, it can meet society's expectations for civil servants' conduct outside of work and ensure due process protections for civil servants. (Editor: Hsieh Chia-chen) 1150514
(CNA, Reporter Kao Hua-chien, Taipei, 14th) The Examination Yuan today passed an amendment to the Civil Servant Performance Evaluation Act, adjusting the current four tiers of A, B, C, and D to three tiers: Excellent, Good, and Not yet good. The amendment also provides specific criteria for 'Excellent' and 'Not yet good' ratings. Those rated 'Not yet good' will be given a six-month improvement period; if they still do not meet expectations, or if they receive a second 'Not yet good' rating within three years, they shall be dismissed.
The Examination Yuan stated in a press release that its board today approved the draft amendment to the Civil Servant Performance Evaluation Act, which will be sent to the Legislative Yuan for deliberation soon.
The Examination Yuan explained that this amendment primarily divides the broad concept of performance evaluation into two categories: 'work performance evaluation' and 'rewards and punishments.' The core idea is to simplify the work performance evaluation tiers, make the standards more concrete, and focus on the actual work performance of civil servants. This will allow performance evaluations to be more closely linked with promotions within the agency and enable timely rewards or disciplinary actions, while also strengthening the protection of civil servants' due process rights.
The Examination Yuan noted that in past performance evaluation practices, the 75% cap on 'A' ratings and the difference in bonuses (one month for 'A', half a month for 'B') have caused much controversy. This amendment adjusts the current A, B, C, and D tiers to 'Excellent,' 'Good,' and 'Not yet good.' It also provides specific reasons for 'Excellent' and 'Not yet good' ratings, with all other personnel being rated 'Good,' to facilitate supervisors' assessments and reduce complaints about unfair evaluations.
The Examination Yuan said that both 'Excellent' and 'Good' ratings allow for a salary step increase, with bonuses increased to 1.3 months and 1 month, respectively. For those who have already reached the highest salary step, the current provision of an additional one-month salary bonus will be maintained to recognize the hard work and dedication of diligent and competent personnel.
Furthermore, to closely link performance evaluations with promotions, civil servants who have been rated 'Excellent' in their annual performance reviews for the last three consecutive years will, in addition to an extra salary step increase in the third year, be prioritized for agency promotion selection lists and grade advancement training if they have been rated 'Excellent' for three of the last five years, so as to cultivate and select outstanding talent.
The Examination Yuan pointed out that for those rated 'Not yet good,' a self-improvement mechanism will be established, giving them a six-month improvement period to adjust and improve their work patterns and performance. If they still do not meet expectations after the six-month period, or if they receive a second 'Not yet good' rating within three years, they shall be dismissed, in order to achieve the practical effect of rewarding the excellent and eliminating the underperformers through performance evaluation.
The Examination Yuan said that agencies should already be conducting regular performance evaluations and implementing rewards or punishments in a timely manner based on civil servants' usual work performance. Additionally, considering society's expectations for civil servants' conduct outside of work, and to demonstrate strict discipline and management, agencies should promptly handle service-related disciplinary actions for any violations of service laws or disciplinary behavior, with tiered disciplinary reasons based on severity to make the punishments more compliant with the principle of proportionality.
The Examination Yuan noted that to protect civil servants' due process and right to defense, for major disciplinary actions that significantly affect their rights, such as dismissal or demotion by one or more grades, it is stipulated that the agency may not refuse the request of the evaluated person to have a lawyer or relevant professional assist them in presenting their case.
The Examination Yuan stated that the performance evaluation system is crucial to the operational effectiveness of the government and the rights of civil servants. After President Chou Hung-hsien, Vice President Hsu Shu-hsiang, and the Examination Committee members took office in December 2024, they prioritized the performance evaluation system. The Ministry of Civil Service immediately began a review in the first half of 2025, consulting with central and local authorities and civil servant associations, and widely collecting opinions from grassroots civil servants and the public. The Ministry of Civil Service also made six special presentations to the Examination Yuan.
The Examination Yuan pointed out that this draft amendment to the Performance Evaluation Act returns the focus of performance evaluation to the actual work performance of civil servants, to achieve the goal of truly rewarding the excellent and eliminating the underperformers. At the same time, it can meet society's expectations for civil servants' conduct outside of work and ensure due process protections for civil servants. (Editor: Hsieh Chia-chen) 1150514