一般而言，文官甄補的意涵， 必須要面對功績制的才能任用、恩寵制的政治任命、與代表制的優惠行為三者的交錯作用。爰此，本文先以上述三種的甄補型態之價值意涵，從事辯證性的思考，並據以檢討我國過去所實施的文官甄補作為，指出以前的努力，「雖然轉向功績，但卻功績不足；袪除政治恩庇，卻乏適度的政治回應；朝向社會公正，卻步履蹣跚」，而提出文官甄補未來的建議為：改善考選效度欠佳的文官考試；重新思考部長責任和縣長責任的政治任用；以及合理建構具有社會代表性的特種考試。唯在探討我國文官甄補政策的演進過程中，筆者深刻覺得整個甄補制度的運轉陷入在「偏執的慣性」中。而這種偏執的慣性，才是推動我國未來文官考選與甄補的主要隱憂。

　　　　　In general, there are three types in the recruitment of civil service: the merit selection, the patronage appointment and the affirmative action. Each system has its countervaiting values. After exploring these systems, we can point out our previous personnel recruitment as follows: turning to merit system, but not enough merit; getting rid of political patronage, but not adequate for political responsiveness; and going toward social justice, but so clumsy. For the advancement of our future civil service, I suggest to: (1) improve context and content validity of civil service examinations; (2) rethink the political appointment of ministry or county mayors; (3) deliberately construct the special exams of social representativeness in our civil service systems. In addition, we must have recruitment policy out of paranoia on the culture of public personnel function.