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Chapter 4 Performance Rating, Incentives and Discipline
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〈Performance ratings〉
Article 19
The performance rating of Bank officers shall be classified as follows:
1. Annual rating: Year-end evaluation to assess the work performance of Bank officers
during the employment period from January through December.
2. Additional rating: Performance evaluation conducted on Bank officers who have been
employed for six consecutive months but less than one full year during the year of
evaluation.
3. Special rating: Performance evaluation conducted at any given time on Bank officers
with particularly outstanding or poor performance.
The "employment period" referred to in the preceding Paragraph commences from the date of
formal appointment (employment) at the end of the training (probationary) period.
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〈Routine performance evaluation〉
Article 20
Annual rating and additional rating shall be based on routine performance evaluations.
Routine evaluations shall be based on nature of work, integrity, knowledge, and ability.
Criteria for evaluation described in the preceding paragraph shall be set out by the Bank.
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〈Grades of annual rating and additional rating and rating criteria〉
Article 21
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The highest score given in annual rating and additional rating is 100 points. The scores
for grades A, B, C, and D are as follow:
1. Grade A: 80 points or above.
2. Grade B: higher than 70 but less than 80.
3. Grade C: higher than 60 but less than 70.
4. Grade D: lower than 60.
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The requirements for Bank officers to receive a grade of A shall be prescribed by the
Bank.
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Bank officers who have any of the following circumstances during the year of evaluation
may not receive a grade of A:
1. Having been subject to criminal or disciplinary sanction.
2. Having his/her eligibility to take a civil service related examination withheld.
3. Having accumulated a demerit or more after offsetting the incentives and discipline
received in routine evaluations.
4. Having had absence without leave for one day or cumulatively for two days.
5. Having combined personal leave and sick leave for 14 days; the calculation of combined
personal leave and sick leave should exclude the days of home leave and menstrual
leave.
6. Having a bad attitude in the performance of duty that undermines the Bank's reputation
as substantiated by solid evidence.
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Unless otherwise stipulated in these Regulations, Bank officers to whom none of the
following conditions apply during the year of evaluation shall not receive a grade of D:
1. Sowing dissention or lodging false accusations against others with tangible evidence
of serious violation with efforts of advice and guidance unsuccessful.
2. Not following instructions or transgressing discipline with tangible evidence of
serious violation with efforts of advice and guidance unsuccessful.
3. Being derelict in duties or delaying progress of work that results in negative
consequences with tangible evidence of such transgressions.
4. Being guilty of unbecoming conduct or violating related legal prohibitions causing
serious harm to the reputation of civil servants with tangible evidence of such
transgressions.
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〈Rewards and disciplines in connection with annual rating〉
Article 22
Incentives and discipline in connection with the results of annual ratings shall be
administered in accordance with the following provisions:
1. Grade A: Pay rate promotion of one level and a lump-sum performance rating bonus equal
to one month salary; Bank officers who have reached the highest attainable pay rate
for their positions will receive one additional month salary.
2. Grade B: Pay rate promotion of one level and a lump-sum performance rating bonus equal
to one-half month salary; Bank officers who have reached the highest attainable pay
rate for their positions will receive one additional month salary.
3. Grade C: Remaining at existing pay rate.
4. Grade D: Dismissal from employment.
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〈Rewards and disciplines in connection with additional rating〉
Article 23
Incentives and discipline in connection with the results of additional ratings shall be
administered in accordance with the following provisions:
1. Grade A: A lump-sum performance rating bonus equal to one month salary.
2. Grade B: A lump-sum performance rating bonus equal to one-half month salary.
3. Grade C: No reward or penalty administered.
4. Grade D: Dismissal from employment.
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〈Ineligibility for further promotion following annual rating〉
Article 24
Bank officers who should receive a pay rate promotion following an annual rating but have
already received pay rate promotion or Grade promotion according to these Regulations
during the year of evaluation are not eligible for further promotion when given a
Grade B rating or higher. However, special ratings are not subject to this restriction.
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〈Rewards and disciplines in connection with routine performance evaluation〉
Article 25
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For incentives and discipline in connection with the results of routine evaluations,
incentives administered include commendations, merits, and major merits; discipline
administered includes warnings, demerits, and major demerits. Three commendations shall
be combined into one merit and three merits shall be combined into one major merit,
whereas three warnings shall be combined into one demerit and three demerits shall be
combined into one major demerit. Incentives and discipline received in routine evaluations
during the same year may be offset against each other. Bank officers accumulating two
major demerits that are not offset by incentives shall receive an annual rating of Grade
D.
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The standards for the incentives and discipline mentioned in the preceding Paragraph
shall be prescribed by the Bank.
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〈Rewards and disciplines in connection with special rating〉
Article 26
Bank officers who are recorded two major merits in one special rating will receive
a pay rate promotion of one level and a lump-sum performance rating bonus equal to
one month salary; Bank officers who have reached the highest pay rate for their
positions will receive a lump-sum work bonus equal to two months salary. However
Bank officers who are recorded additionally two major merits in the other special
rating conducted in the same year will not receive a pay rate promotion but a
lump-sum performance rating bonus equal to two months salary. Bank officers who
are recorded two major demerits in one special rating should be dismissed from
employment. Merits and demerits recorded in special ratings may not be offset
against those recorded in routine evaluations.
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Bank officers having any of the following circumstances and making a major
contribution should be recorded two major merits at one time:
1. Improvement measures proposed for deficiencies are adopted by the Bank and
show tangible and significant results.
2. A comprehensive system or major and concrete reform plans established or
proposed for the business in charge of by the Bank officer are adopted by
the Bank and show significant results.
3. Reporting serious illegal activities thereby making outstanding contributions
to upholding national security, social order or ethics in public administration.
4. Timely averting the occurrence of a major accident or incident, or after a
major accident or incident has occurred, taking appropriate actions to
effectively control the accident or incident and making outstanding contributions
to preserving lives and/or properties or minimizing damage or loss.
5. When handling major cases, holding his/her position without succumbing to the
lure of gains or abusive power for the honor of the country or the Bank as
substantiated by solid evidences.
6. Developing inventions and creations on the job that generate significant
economic benefits for the country or greatly enhance public interest without
receiving any remuneration or cash prize therefor.
7. Organizing or participating in an international or major national level event
or meeting and making outstanding contribution to boosting national coffers,
increasing economic output, promoting diplomatic ties with other countries or
bringing about the conclusion of an international cooperation agreement.
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The circumstances described under the subparagraphs of the preceding paragraph
exclude Bank’s routine and recurring business matters that a Bank officer is
in charge of.
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Bank officers may not be penalized with two major demerits at one time unless they
have any of the following circumstances:
1. Conspiring to commit treason with tangible evidence of such transgressions.
2. Failing to effectively execute national policy, or derelict in duties, or disclosing
confidential professional information that results in serious damage to the government
with tangible evidence of such transgressions.
3. Contravening major government decrees, or causing serious damage to the government's
reputation with tangible evidence of such transgressions.
4. Implicated in corruption cases and held responsible in terms of major administrative
accountability with tangible evidence of such transgressions.
5. Seeking to reap illicit gains or exhibiting indiscreet speech or conduct which
results in serious damage to the reputation of the government or civil service with
tangible evidence of such transgressions.
6. Intimidating, publicly humiliating, or lodging groundless accusations against a
superior with tangible evidence of serious transgressions.
7. Sowing dissention or disrupting order with tangible evidence of serious transgressions.
8. Having absence without leave for four consecutive days or cumulatively for ten
days in one year.
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〈Relationship between the grade received by the Bank and the percentage of Bank personnel receiving a grade of A in annual evaluation〉
Article 27
The relationship between the grade received by the Bank in the annual performance
assessment conducted by Executive Yuan and the percentage of Bank personnel receiving a
grade of A in annual evaluation shall comply with the following provisions:
1. Grade A: No more than 75% of Bank personnel under evaluation may receive a grade of A.
2. Grade B: No more than 65% of Bank personnel under evaluation may receive a grade of A.
3. Grade C: No more than 45% of Bank personnel under evaluation may receive a grade of A.
4. Grade D: No more than 35% of Bank personnel under evaluation may receive a grade of A.
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〈Evaluation of departments and offices〉
Article 28
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The Bank may evaluate the performance of each of its departments and offices on
operations and management, and approve the number of personnel under each unit that may
receive a grade of A in annual evaluation out of the total number of Bank personnel that
may receive a grade of A in the year.
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Matters regarding the evaluation of departments and offices mentioned in the preceding
Paragraph shall be prescribed by the Bank.
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〈Performance rating bonus for Governor and Deputy Governors〉
Article 29
When the Bank receives grade B or higher in the annual performance assessment conducted
by the Executive Yuan, Governor and Deputy Governors may receive bonus in accordance with
the provisions in Article 22 herein.
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〈Performance rating procedure and confidentiality requirement〉
Article 30
Regarding the performance rating of Bank officers, managerial officers should
conduct evaluation based on the items on the evaluation checklist, submit the
results to the Personnel Performance Review Board for preliminary review and
then for final approval by the Governor. The results of additional ratings not
conducted at the end of year may be submitted directly to the Governor for approval,
except where a grade D is considered for a Bank officer.
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Officers in charge of performance rating must maintain utmost confidentiality
throughout the evaluation process and should not commit errors or omissions,
otherwise such officers should be accorded punishment commensurate with the
seriousness of the transgression.
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〈Acting on evaluation results〉
Article 31
Bank officers should be notified of their evaluation results in writing. When considering
assessing a grade of D and recording two major demerits at one time to a certain Bank
officer, the officer concerned should be given the opportunity to state his/her case
and make objection before the disciplinary action is meted out. For the officer who
should be dismissed from employment based on the evaluation result, the written notice to
the officer concerned should include reasons for such action, methods for seeking
administrative remedy, administrative remedy period and the agency with jurisdiction of
administrative remedy and related provisions.
The results of annual evaluation as mentioned in the preceding Paragraph shall be acted
upon according to the following provisions. However, the dismissal of Bank officers from
employment based on the results of evaluation shall be acted upon from the date
of confirmation, and suspension shall be carried out prior to confirmation:
1. For annual ratings and additional ratings conducted at the year end, the results shall
be acted upon on the first day of the following year.
2. For special ratings and additional ratings not conducted at the year end, the results
shall be acted upon the date the results are approved by the Bank.
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