It is evident that increase in the professionalism and competitiveness of civil service is inevitable for not only central government but also local governments to adapt actively to rapidly changing environments and increasing administrative demand under the reinforcement of autonomy and decentralization. This is because a closed civil service system that partially reflects components of job classification system based on a hierarchical system is limited to
guarantee the professionalism and competitiveness of civil service. This study has drawn feasible alternatives for reinforcement of openness and
competitiveness of civil service in local government through a case of Seoul Metropolitan City.
In operating an open civil service system, key positions such as policy planning or coordination need to be included. Raising the morale of civil servants recruited from a closed civil service system needs to be considered in the sustainable change and incremental enhancement of system. Through job posting system, the provision of same opportunities to civil servants who have worked in the government is a way of increasing their receptiveness. Also, Through the provision of opportunities of education and training as well as the enhancement of education and training for civil servants not only from the open system
but also from the closed system, the professionalism of civil servants recruited from the closed system needs to be improved. Lastly, it is necessary to utilize adequate management skills to harmonize civil servants both from the open system and from the closed system.
지방자치단체의 공직개방성에 관한 연구
서울 : 한국행정연구원
|Series Title; No||KIPA 연구보고서 / 2007-22|
|Subject Country||South Korea(Asia and Pacific)|
|Subject||Government and Law < Public Administration|