身心障礙者於就業時 ，時常存在職務再設計需求 需由專業人員運用職務再設計職能來為其提供 合適的職務再設計措施 以 增進 其 就業穩定 。 本研究目的旨在了解 就業服務員職務再設計服務核心職能現況， 期待作為提供培訓或繼續教育 就業服務 員之課程規劃參考。 研究者參考國內外文獻 自編就業服務員 職務再設計核心職能調查問卷 ，問卷內容包含21題專業知識與14題專業技能，每一題皆包括重要程度與自覺具備程度的兩類量表， 皆以李克氏五點量表 評分， 就重要程度量表而言，一分為很不重要，兩分為不重要，三分為普通，四分為重要，五分為很重要分數越高則表示就業服務員認為其職能越重要就自覺具備程度而言，一分為一點也不具備，兩分為不太具備，三分為普通，四分為具備，五分為完全具備，分數越高則表示就業服務員自覺其職能具備度越高 。
調查問卷經八位專家進行審查建立專家效度， 採極端組檢驗法進行項目分析及內部一致性檢驗 ，使用 Chronbach α係數進行信度分析後保留全數題項。問卷採電子問卷發放給勞動部勞動力發展署之身心障礙者職業重建專業人員管理應用系統中的就業服務員 。 共計回收89份問卷，有效問卷 83份回收率為 26.9%。 以描述性統計了解就業服務員對職務再設計核心職能的重要性看法與自覺具備程度，以斯皮爾曼等級相關係數了解重要性看法與自覺具備程度的相關性，以及使用獨立樣本 t檢定分析就業服務員現職職稱、現職工作年資、近十年與職業重建服務相關工作職稱及從事職業重建服務總年資的基本資料變項對核心職能重要性看法及自覺具備程度上的差異 。
研究結果顯示就業服務員在職務再設計核心職能專業知識重要程度平均為 4.06，自覺具備程度平均為 3.55 兩者呈現低度正相關， 專業技能重要程度平均為 4.27，自覺具備程度平均為 3.58 兩者呈現低度正相關 。 在基本資料變項中， 支持性就業服務員在「職務再設計應用」及「資源連結」自覺具備程度高於庇護性就業服務員 從事過支持性就業服務員經驗者在「職務再設計理論礎」、「職務再設計應用」 及 「資源連結」III自覺具備程度高於無從事經驗者，自覺具備程度高於無從事經驗者，從事從事就業服務員就業服務員5年以上者在「分析年以上者在「分析評估」自覺具備程度評估」自覺具備程度高於未滿高於未滿5年者，從事職業重建年者，從事職業重建服務服務總年資總年資5年以年以上者在「職務再設計理論基礎」自覺具備程度高於未滿上者在「職務再設計理論基礎」自覺具備程度高於未滿5年者。年者。九九成成以以上的上的研究參與者研究參與者皆有皆有提供提供職務再設計服務之經驗，職務再設計服務之經驗，但研究顯示但研究顯示就業服務就業服務員員對於職務再設計對於職務再設計核心職能存在需求核心職能存在需求。就業服務員普遍認為，就業服務員普遍認為，相關單位相關單位舉辦職務再設計核心職能繼續教育課程，建立職務再設計服務網路資料舉辦職務再設計核心職能繼續教育課程，建立職務再設計服務網路資料庫，庫，就業服務員就業服務員應藉由個別督導、與資深應藉由個別督導、與資深就業服務員就業服務員工作經驗交流、善工作經驗交流、善用網路資料庫及用網路資料庫及觀摩觀摩職務再設計創意競賽得獎作品等方式提升職務再設職務再設計創意競賽得獎作品等方式提升職務再設計核心職能。計核心職能。

People with disabilities need job accommodation often when they work, and the professionals give them suitable job accommodation using the core competency of the job accommodation for stable working. The purpose of this study was to investigate the core competency of job accommodation among employment specialists and the result could be the reference for the design of continuing education programs.
Methods: The author designed the Core Competency of the Job Accommodation Importance and Preparedness Questionnaire, which includes 21 items for professional knowledge and 14 items for professional skill. Each item includes importance rank and preparedness rank using a 5-point Likert scale. For importance rank, 1 is not important at all, 2 is unimportant, 3 is average, 4 is important, 5 is very important, the higher the score is, the more important the rank is. For preparedness rank, 1 is not possessing at all, 2 is not quite possessing, 3 is average, 4 is possessing, 5 is fully possessing; the higher the score is, the fuller possessing rank is.
The expert validity was examined by 8 professionals from the job accommodation area; the internal consistency of the questionnaire was examed by comparisons of extreme responses. All items passed an examination and were retained.
The questionnaire was disseminated through the web survey to the employment specialists registered on the Information Management and Application System of Vocational Rehabilitation Professionals established by the Workforce Development Agency, Ministry of Labor, Taiwan. A total of 89 employment specialists responded to the survey, and 83 responded questionnaires were valid. The valid response rate was 26.9%. The statistical analysis used included descriptive statistics, Spearman rank V correlation, and independent-sample t-test to answer the research questions.
All statistics were analyzed with SPSS 23.0 statistical software package. The criteria of statistical significance were set at p < .05.
Result/Finding: The average ranked of importance of the core competency of job accommodation is 4.06 and the average ranked of preparedness is 3.55. The importance and preparedness showed a low positive correlation. The supported employment specialist ranked the preparedness of “using for job accommodation” and “connecting for resource” higher than sheltered employment specialists. The employment specialists who worked as specialists for more than 5 years ranked the preparedness of “theory of job accommodation”, ”using job accommodation”, ” resource connection” and “analyzing and assessment” higher than those who worked for less than 5 years. This study found that over 90% of the participants had used the job accommodation service, but they still need training of the core competency of the job accommodation
Conclusions/Implications: The study showed that employment specialists considered that it is necessary to hold the continuing education curriculum about the core competency of job accommodation, build the network database for job accommodation, and employment specialists could improve their core competency of job accommodation by individual supervision and discussion with the supervisor or other senior employment specialists, making good use of the existing job accommodation database, and observing the creative competition affairs of job accommodation.

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