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정무직 인사평가 실시방안 연구(Evaluation of the top managers in central government : Model and strategy) : 정무직 기관장을 중심으로

Related Document
Frame of Image 를 수행 하고 있을 뿐만 아니라 업무도 정형화되어 있지 않기 때문입니다. 이 연구에서는 이러한 문제인식하에 현재 여러 가지로 논의되고 있는 정 무직 기관장에 대한 평가방안을 검토하고 있습니다. 또한 그에 따른 평가모형 및 대안의 개발을 통해 객관적인 정무직 기관장 평가를 가 능하게 하는데 크게 기여할 수 있도록 연구가 진행되었습니다. 아무쪼록 이 연구가 정무직 기관장의 리더십 발휘에 도움이 되는 한편 정무직 기관장 평가에 적절히 활용되기를 바랍니다. 이 연구의 완성을 위해서 노력해주신 이화여자대학교의 이근주 교수와 경희대학 교의 송하중 교수 그리고 이 연구의 발전을 위해 자문을 아끼지 않았 던 모든 분들께 깊은 감사의 뜻을 전합니다.
2004년 12월 韓國行政硏究院 院長 金重養
차
례
제1장 서론 ············································································ 1
제1절 연구 목적 ··············································································· 1 제2절 연구 범위 ··············································································· 2 제3절 연구 방법 ··············································································· 2
제2장 정무직의 개념과 역할 ········································· 3
제1절 정무직의 개념 ······································································· 3
1. 법적 개념 ······························································································ 3 2. 충원 방식 및 관리 방식 ·································································· 3
제2절 정무직 현황 ··········································································· 5
1. 행정부 정무직 현황 ··········································································· 5 2. 정무직 공무원의 평균 재임기간 ···················································· 8
제3절 정무직의 역할 ····································································· 1 5
1. 대통령제하의 정무직 ························································


Full Text
Title 정무직 인사평가 실시방안 연구(Evaluation of the top managers in central government : Model and strategy)
Similar Titles
Sub Title

정무직 기관장을 중심으로

Material Type Reports
Author(Korean)

이근주

Publisher

서울:한국행정연구원

Date 2004-12
Pages 137
Subject Country South Korea(Asia and Pacific)
Language Korean
File Type Documents
Original Format pdf
Subject Government and Law < Public Administration
Holding 한국행정연구원

Abstract

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
management.
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.