This project is to examine the evaluation of public personnel reform which is conducted by the participative government. This kind of project will be conducted with some scholars collaboratively and regularly in the future.
It was composed of five sections. The results of this project are as follows:
First evaluation of the reform is on the open position system. Although respondents thought that open position system is not being established successfully, it has operated positively. For the alternatives of developing position system, administrative culture should be more friendly to the public servants from both outside and inside bureaucracy. Furthermore, stability of status as a public servants is required.
Second category is temporary retirement for working on private sector organizations. This retirement is implemented voluntarily. Survey method was employed to evaluate this system. Most of them argued that this system should be necessary for enactivating the bureaucracy. For the development of this system, the exchange network among public and private sectors should be strengthened and the various incentives should be given to the participants of this system
Third topic is the personnel exchange system. It was introduced for improving the efficiency and competitiveness in the public sector among government agencies. The majority of respondents of the survey showed that it was good program to enhance the competitiveness of public servants. For desirable ways to develop this system, the information and responsibility of the post to be open for the personnel exchange system will be designed carefully.
The criteria of selection of appropriate applicants for the post will be established. Furthermore, the experience of personnel exchange should be credited for the career development to the applicants.
Fourth is the personnel exchange among central and local governments. For the evaluation of this system, survey method is also used. Most of respondents for the survey showed that it was strongly necessary for equali zing the human resources and sharing the experiences and information obtained from central or local governments.
Last issue to be discussed is the balancing personnel system for the promotion of representativeness within civil service. Its purpose is to encourage the representativeness by recruiting social minorities such as women, disabled persons, scientists and engineers, and those from non-metropolitan Seoul area. Many respondents showed that it should be necessary for the integration of various voices.
The ways to develop this system is to enlarge the rate of public servants to be appointed for a limited time period.
인사개혁 로드맵 과제 성과평가(Performance evaluation of roadmap for civil service reform)
서울 : 한국행정연구원
|Subject Country||South Korea(Asia and Pacific)|
|Subject||Government and Law < Public Administration|