This research aims to assess and improve the Senior Civil Service System which was introduced in July 2006 in Korea. The authors developed and applied an assessment framework based on BSC. The framework is composed of 4 dimensions - learning & growth, internal process, customer, and efficiency. The primary elements in each dimension are the following. Learning & growth dimension is composed of personal motivation, education and performance training. Internal process dimension is composed of competition, openness, system management, personnel management and compensation.
Customer dimension is composed of political responsiveness vs. neutrality, spoils vs. merit, and equal employment opportunity based on considerations of social justice. Efficiency dimension is composed of personal performance and institutional performance.
The research was conducted in the next three stages.
First, the authors investigated theories about Senior Executive Service institutions and related open position systems. They then expounded on the introduction and practices of the Senior Executive Service institutions in foreign countries, such as U.S.A., U. K., Canada and Australia.
Second, the authors after conducting broad literature review, developed a new assessment framework based on BSC. The authors conducted various quantitative and qualitative analyses based on this framework upon the Senior Civil Service System in Korea. They conducted a questionnaire survey of three groups - the senior executives, the candidates for senior executives and the general public. Reliability and validity tests were conducted and structural equation modeling using AMOS was applied. Finally AHP analysis was conducted to find out the opinions of specialists on the improvement options.
Third, the authors derived reform measures from the results of the quantitative and qualitative analyses and AHP. The arguments in each dimension are the following. In the learning & growth dimension, competency development programs should be implemented, and education should target organizations not individuals. Action based learning and field training should also be introduced. In the internal process(management) dimension, systematical performance management systems and assessment centers are required to be established. Reforms in the pay system should also be implemented to recruit competent candidates. In the customer dimension, the merit-principle, political neutrality and managerial flexibility should be expanded, and the Qualifications Review Board for the appointment of Senior Civil Servants should be reinforced. Performance evaluation systems and long term goals are required in the efficiency dimension. Mentoring systems and career development programs, along with improvements in job analysis are also required.
고위공무원단제도 평가와 개선방안 연구
서울 : 한국행정연구원
|Series Title; No||KIPA 연구보고서 / 2008-13|
|Subject Country||South Korea(Asia and Pacific)|
|Subject||Government and Law < Public Administration|