國家教育研究院

　　由於少子女化造成教師缺額大幅變少，加上師資培育開放多元化後投入教師行業的人越來越多，近年來正式教師錄取機率幾乎都不到一成，甚至有不少縣市或學校錄取率百分之一都不到。在競爭如此激烈之情況下，甄試選才制度之公平與適宜則顯得更為重要。本研究除了探討體育教師甄試制度在執行上的所遇到的困難及問題，亦參考國外教師甄試的做法，同時使用質性訪談與問卷調查之方式之交互比對，調查學者專家、中小學教師、各縣市教育局處的承辦人員等相關人員意見，以了解教師甄試的改變可行性，提出體育類科教師甄試之調整建議。

　　研究方法部分有兩方面，其一為文件分析，透過蒐集並整理國內外有關教師甄試等面向的文獻資料，針對我國教師甄試的現況作優缺點分析。文件的來源包括各項已出版之學術期刊、專案研究報告、官方資料以及網路資料的蒐集與分析。其二為問卷調查，為了解更具代表性更廣泛之意見，本研究設計調查問卷，以獲得更全面性的資料。問卷邀請國內熟悉教師甄試及問卷設計的學者、專家擔任諮詢委員，就研究過程、內容進行研討及諮議，並針對問卷提供改進建議，以提高問卷之專家效度。本問卷採網路線上調查方式，針對國小、國中、高中職之體育教師（含兼任行政工作及代理教師），回收之有效問卷共計3,091份。

　　研究結果發現，大多數的受訪者贊成教甄由行政主管機關統一辦理，然而考試項目可做調整，以更符合現場之需求。尤其在考試項目中，可考量融入教學年資與相關表現，但比重不宜過高，另外，筆試可在短時間快速篩選考生，但可多融入情境式試題。建議專責單位，在教師甄試考核項目可朝向多元化發展，納入實習、教學歷程，並建立術科檢定認證制度，可由教育部統一辦理，以客觀標準化測驗進行術科能力的分級檢定，而筆試、術科、試教及口試項目的順序可考量進行調整、多加考量體育教師專業並符合現場教學之內容。

　　Due to the decrease in birth rate in Taiwan, the position openings for teachers is quite limited nowadays. As more and more people taking teaching as their profession, the admission rate in recent years for teacher recruitment is less than 10%, with some counties with a rate of less than 1%. Due to the highly competitive nature of recruitment, to recruit teacher in a fair and proper way has become extremely important. The purpose of the study is to investigate the problems faced in the recruitment and assessment of teachers. The study also considers the teacher recruitment process of other countries. Both quantitative and qualitative approaches are employed to investigate the opinions of experts, elementary and junior high school teachers, and county officers. Suggestions for improvement in the teacher recruitment and assessment processes are also proposed.

　　Two research methods employed include literature reviews and questionnaire surveys. The literature review included collection and analysis of teacher recruitment policies for our current status and from other countries. Published journal articles, research papers, official data issued from the government and website articles were also included. In order to collect a wide range of opinions, online questionnaires were designed for elementary, junior and senior high school physical education teachers as well as for experts from relevant fields. A total of 3091 valid questionnaires were collected.

　　The results show most people support that teacher recruitment should also be managed by the relevant administrative authority rather than solely by local schools. However, the content for the current teacher recruitment process could be changed. For example, teaching portfolios and teaching years could possibly be included in the final decision scores. Scenario-based questions could also be added into the written testing. For the technical subjects, the relevant administrative authority should design objective and standardized testing. The order of testing for written tests, technical performance assessments, teaching demonstration and oral testing should take into considered the profession aspect of physical education teachers and the content should also be modified to better fit classroom teaching.