A study of implementation on government personnel sector's volunteer service policy with retirement civil servants

台灣近年來面對高齡化社會的影響，以及在公教人員台灣近年來面對高齡化社會的影響，以及在公教人員提早退休的趨勢下，如何促進更多退休公教人員參與志願服務備受重視。回顧過去學術研究上，未有從公共行政之政策執行理論的角度檢視志願服務政策執行過程之研究，針對公部門人事單位推動退休公教人員從事志願服務的政策進行探討與整理。因此本研究以政策執行理論檢視：人事人員執行退休公教人員參與志願服務政策的狀況為何？人事人員推動退休公教人員參與志願服務政策遇到的問題與挑戰為何？以及人事人員執行退休公教人員參與志願服務政策的作法能否強化與回應退休公教人員參與志願服務的意願。本研究透過文獻分析法與深度訪談法了解政策背景脈絡，訪談政策執行機關、參與志願服務的退休公教人員、未參與志願服務的退休公教人員等重要利害關係人，解答上述研究問題。 研究結果發現，退休公教人員參與志願服務政策的執行成果和狀況在各機關落差極大，且各機關人事單位多半以本機關需求為出發點，僅落實志願服務意願調查和資訊公告的工作，並非都有進一步協助同仁媒合，或是提供與創造志工工作機會。此外大多數退休公教人員參與志願服務的原因，是受到人際因素上朋友之間的影響，或是利己因素上個人欲豐富其退休後的時間，或是持續學習新事物。因此，現行政策措施難以回應與強化退休公教人員參與志願服務的意願。 本研究以政策目標、政策執行者、標的團體、資源等四個政策執行力影響因素，以及志願服務參與動機，歸納退休公教人員參與志願服務政策執行遇到的問題包括：機關性質差異影響政策執行、志願服務業務權責不明、媒合功能徒具形式、現行政策難以回應退休人員參與志願服務的參與動機因素。 根據執行情況和運作上的問題，並且觀察退休公教人員參與志願服務的原因，本研究建議如果政府人事單位要繼續執行此政策，志願服務政策的設計應該思考如何確立政策目標、確立專責處理志願服務的單位、針對志願服務政策規範的機關再加以界定、強化媒合管道管理、退休前即開始進行志願服務訊息推廣強化志願服務意識、創造適合機關性質多元的志工職缺、建立更完整的誘因機制、與退休人員協會或相關民間組織合作，藉此強化政策執行效能，強化退休公教人員參與志願服務的意願。According to the impact of aging society, and the trend of civil servants and teachers retire earlier in Taiwan recent years. How to promote more civil servants and teachers participate in volunteer service has been valued. However, there were no research study volunteer service policy with retired civil servants and teachers through public administration’s implementation theory. Therefore, this study aimed to study volunteer service policy with retired civil servants and teachers through implementation theory: How do government personnel sector implement volunteer service policy? What are the problems and challenges government personal sector face when they try to promote the volunteer service policy? And whether the implementation of volunteer service policy by government personnel sector can reinforce the willingness of civil servants and teachers participate in volunteer service? This study used the in-depth interview and the literature analysis method to depict the background of policy, interviewed policy implementation agencies, retired civil servants and teachers who participate in volunteer service, and retired civil servants and teachers who are not involved in volunteer service. The results of the study indicate that the outcome of volunteer service policy with retired civil servants and teachers between different government agencies has very big difference. Most of government agencies only do the willingness of volunteer service survey and policy advocacy. Not every government agency provides further service, like helping match employees with volunteer opportunities, or providing volunteer jobs. Furthermore, the reason why most of the retired civil servants and teachers involved in volunteer service is influenced by their friends, called interpersonal factors. The other one is egoism factor, people want to rich in their retirement life, or continue to learn new things. Therefore, the study found that the current policy is difficult to strengthen or respond to the willingness of participation in volunteer service. In this study, the article uses four factors of policy implementation, including “policy targets”, “policy implementers”, “target groups”, “policy resources”, and “motivation of volunteer service” to explore the problems during policy implementation. The finding includes: the different nature of the government agencies affects policy implementation, the authority and responsibility of volunteer service is ambiguity, the matchmaking function only formally, the current policy is difficult to respond to the motivations of volunteer service. Based on the above finding of implementation situation, problems of operation and the motivation of voluntary service. This study proposed seven suggestions in order to strengthen the willingness of retired civil servants and teachers participate in volunteer service. The suggestions include: the government personnel sector should establish a unite policy target, establish a unite authority and responsibility unit to implement the policy, the government agencies need to coordinate with the policy should be defined again, reinforce the matchmaking function, start to promote the policy before civil servants and teachers retire that can deepen the concept of the volunteer service, create diversity of volunteer jobs, establish a more complete incentive mechanism, and collaborate with organizations in society