The competitiveness of governments is closely related to the public servants' competence. Among public servants, the senior executives have one the most important roles in the competitiveness of governments. As a plan to enhance the capability of Korean public servants, the Rho administration plans to begin the Senior Executive Service from 2006. Thus, the Civil Service Commission in Korea has designed the Senior Executive Service Candidate Development Program helping the Senior Executives adjust to the new system.
The Senior Executive Service in the U. S. has been rated successful since its beginning of 1979. Its success indicates that the senior executive programs have been successful as well. This study finds the conditions of the U.S. senior executive programs’ achievement, which are 1) the competitive selection process of the applicants, 2) the enhancement of the constitutional underpinning and common culture, 3) the emphasis on democratic leadership, 4) the
encouragement of networking and mutual learning, 5) the outsourcing of the programs, and 6) the program evaluation by the Return-on-Investment.
This study investigates how these six conditions can be adopted in the planned Senior Executive Service Candidate Development Program of Korea. The following six schemes are suggested. First, all the applicants should submit their application forms to the Civil Service Commission. There should be an agency in the committee which screens the applicants. Second, there should be a special seminar for the constitutional principles and morality during the residential training. The curriculum should include the current administration’s management agenda presented by the cabinet-level speakers, the Constitutional values
presented by the leaders of the law, and the morality presented by the prominent figures in the academy. Third, the program should allow the participants to continue their democratic leadership learning as the US Federal Candidate Development Program provides one-week ‘Strategic Leadership Seminar’ and ‘Focused Skills Seminar’. Forth, the participants of one forum should be less than 20 people to encourage their networking and mutual learning. The
residential training for two weeks can give the chance of networking and mutual learning as well. Fifth, the Central Official Training Institute should be run as an independent organization for the competition with private training institutes. All the training institutes should share the participants’ credits and the other information. Finally, the Return-on-Investment (ROI) should be used to evaluate the training programs. The program must be closed when the
cost of the training exceeds the monetary value of the results.
고위공무원단 후보자 양성 교육훈련에 관한 연구(A study on the senior executive service candidate development program)
서울 : 한국행정연구원
|Subject Country||South Korea(Asia and Pacific)|
|Subject||Government and Law < Public Administration|