我國於98年7月11日正式實施修正後的定額進用制度，亦即提高身心障礙者在公、私部門進用的人數比例，象徵我國政府更加重視身心障礙者的就業權益，才有此進用比例的修正。相對於私部門，公部門具有引領社會學習的象徵，而本文欲了解公部門中，目前身心障礙者的定額進用制度是如何來推行與落實。行政院人事行政局在公部門的定額進用制度推動上，扮演的角色是十分重要的，故在研究方法上採取了深度訪談法，訪問人事局相關人員的意見。本研究目的，欲深入探討目前公部門推行的情形，以及行政院人事行政局推動公部門定額進用制度的落實，其是否有缺失及改善之處，盼能提供給政府部門或是民間企業參考方向。而研究結果與討論，顯示出台灣目前公部門執行定額進用制度成效良好，象徵人事局推動成功。但若能考慮到進用比例要求部分、以及加強輔導身障者的就業能力，明確在法條中規範出未足額進用時的相關懲處，才能徹底將定額進用制度落實，展現政府保障身心障礙者就業的美意。

The portion of the Disabilities in public sector and private department has risen since the revision of Quota Employment Policy for the Disabilities On July 11th, 2009, which symbolizes the improving rights of the Disability Employment. In contrast to private departments, the public sectors lead the symbol of social learning, and the Central Personnel Administration plays an important role in this field. So in this research, I used the In-Depth Interview as a method, coordinating the statistical data by the Central Personnel Administration. The research goal is to discuss about the promotion of the Quota Employment Policy for the Disabilities and how the Central Personnel Administration puts the Quota Employment Policy for the Disabilities in effect. This research can provide the Government department or the enterprise as a
reference. The results demonstrated that Taiwan’s public sector has been working the Quota Employment Policy for the Disabilities well. But in order to show the government’s good intentions, they should put the portion of employment into consider, as well as enhance the employability of the disabilities, and clarify the undefined part of law.