Study on the Use of Competency for the Examination and Selection of Civil Servants

Abstract Professor David McClelland from Harvard University (1973) considers that competency is the primary factor in affecting job performance. Even though there is no positive correlation between execution performance and schooling results, in the course of determining if an individual meets certain criteria, it is suitable to be adopted as a hidden characteristic behind the routine behavior of an individual in the deciding criteria, and emphasizes on competency as the core examination and talent selection method. This study collected the analysis sheets on diving competency from the examination board to further research in details. The content analysis method and triangulation method were used primarily to perceive that there are 13 categories and 52 competency items that a beginner civil servant being appointed is required to possess, including: 1. Knowledge and technique; 2. Planning execution and adaptation of judgment; 3. Expression and communication for coordination; 4. Comprehension and logic analysis; 5. Creativity and learning ability; 6. Leadership and supervision capability; 7. Analysis and utilization of data and investigative research; 8. Team operations and target management; 9. Friendly, caring and interaction with people; 10. Has integrity and accountability; 11. Stringent; 12. Emotional stability; 13. Physical conditions, adding up to a total of 13 categories. Based on the degree of importance regarding the requirements, the most important competency items include: “Professional competency”, “IT and Computing”, “Basic legal knowledge”, “Execution ability”, “Planning capability”, “Communication capability”, “Expression Ability”, “Logic capability”, “Analytical thinking”, “Data collection, analysis and utilization” and “Focus on details”. With regards to the competency analysis being used for the examination and selection of civil servants, results from in-depth interviews conducted by this study show that the respective professionals being interviewed consider the use of education, examination and selection, training and appointment should all be based on the results of competency analysis. On the aspect of education, the design planning of course programs, arrangement of activities by social groups and other informal education programs can go along this basis. On the aspect of examination and selection, it may be used for the planning of the examination system, and review of the establishment and design of common topics and diversified examination choices as well as use of examination categories. Among which, the selection and integrated use of diversified examination methods may formulate the psychological test questions based on the results of competency analysis. The test results are not incorporated into the examination results, but could be used as a reference for structural oral examination questions. On the aspect of training, it could be used as a reference basis for the planning of foundational training program, practical training program and performance appraisals of hired civil servants. On the aspect of utilization, it can be used as a reference basis for the initial appointment of civil servants for their training and evaluation during the probation stage. Hence, teaching, examination, training and use are all closely correlated, it helps to identify and cultivate exemplary associate civil servants initially appointed to serve in government departments, enhance the quality of civil servants, improve the execution efficiency of the government and thereby enhancing the overall competitiveness of the country.