Evaluation or assessment in personnel management is an essential topic, because it provides top managers with critical information for the better management of human resource.
However, the evaluation of the performance and competence of politically appointed top manger is neither well documented nor established in the field of public personnel management. This study aims to develop the model of evaluating the performance and competence of top managers of central government department and agencies, namely ministers and directors. It also includes the strategies to implement the model into practice.
The basic structure of evaluation model is composed of two major parts. The first part is designed to assess the performance of the department and agency leaders in terms of policy management.
The performance of major policies he/she promised to pursue during his/her service is to be evaluated periodically by self report.
The validity and reliability of self report is cross checked by other evaluation reports prepared by other agencies such as Prime Ministers office.
The other part of the model is to evaluate the competence of ministers and directors. The competence is to be evaluated by 360 degree assessment technique. The pool of evaluators is consists of major stakeholder who surrounds the ministers or directors such as reporters, representatives, public officials etc. They are to be asked to evaluate the competence of each ministers or directors in terms of stakeholder management, policy management and organization
The study also is interested in how to implement the model into practice. The final chapter discuss the potential roadblocks and strategies to overcome them for the successful introduction and implementation of the model.
정무직 인사평가 실시방안 연구(Evaluation of the top managers in central government : Model and strategy)
정무직 기관장을 중심으로
서울 : 한국행정연구원
|Subject Country||South Korea(Asia and Pacific)|
|Subject||Government and Law < Public Administration|