Documentos de Académico
Documentos de Profesional
Documentos de Cultura
Pan S. Kim
Professor of Public Administration
Yonsei University, Korea
E-mail: pankim@dragon.yonsei.ac.kr
Ministries
Finance and Economy Unification
Education and Human Justice
Resources Development Government
Administration & Home
Foreign Affairs and Trade
Affairs(MOGAHA)
National Defense Science and Technology
Culture and Tourism Agriculture and Forestry
Commerce, Industry and Information and
Energy Communication
Health and Welfare Environment
Labor Construction and
Maritime Affairs and Transportation
Fisheries
Gender Equality 2
The Civil Service Commission &
The Ministry of Government Administration & Home
Affairs
The Civil Service The Ministry of
Commission (CSC) is a Government
central agency to Administration and
formulate personnel Home Affairs
policy of the
administration (MOGAHA) is
Composed of a responsible for the
chairperson and 4 implementation of
commissioners personnel policies.
* Established in May 24, Consolidation of
1999
HRM function?
3
Key feature of the Civil Service System
4
Closed system vs. Open system
Classification of National Civil Service
Career Service
General Service: Grade1-9, 18 OG, 75 Series
Specific Service: Judges, Prosecutors, Police,
Educational,Diplomatic, Military Service, etc.
Technical Service: simple, technical work (Grade
1-10)
Non-Career Service
Political Service: Ministers, Vice-ministers,
elected officials
Excepted Service: No permanent job status;
personal secretaries, etc.
Contracted Service: professionals, scientists…..
5
Number of Civil Servants (1), as of December 31, 2001
Other Constitutional
2,060 (0.2%)
Organs
Total Number of Civil Servants
868,120
Total Population: 45,985,289 (in 2000) 53 6
:1
No. of National Civil Servants (The Executive)
Political Service 103
Excepted Service 2,347(0.4%)
Specific Service 389,936 (71.1%)
Educational Service 291,257(53.1%)
Police & Fire Service 97,215(17.7%)
Foreign Service 1,464 (0.3%)
General Service (CORE) 90,610(16.5%)
Technical Service 63,556(11.9%)
Labor Service 1,390(0.3%)
Contract Service 61
Total:548,003 as of December 31, 2001
7
* Core workforce General Service (90,610)
No. of Women in the Executive (National+Local)
As of December 31, 2001
Total General Foreign Education Police& Judges& Technical Except- Labor Othe
Service Service al Service Fire Prosecut- Service ed Service -rs
ors Service
Total 843,329 273,284 1,372 287,367 118,217 1,187 147,416 7,596 4,421 2,469
(A)
Female 278,225 64,078 67 168,746 2,454 49 36,831 3,573 1,438 794
(B)
Ratio 23.4 4.9 58.7 2.1 4.1 25.0 47.0 32.5 32.2
(B/A)
33.0
Yr 2001
No. of Women in the General Service (The Exec.)
G1 to G5
G6~G9 &
Total
Subtotal G1 G2 G3 G4 G5 Research
No. of total
employees
273,284 28,745 72 372 993 6,226 21,082 244,539
Training results(20%)
- Eligibility list for each class (same grade, same
occupational series) is compiled twice a year
Promotion to Grade 5
- Examination may be required in some ministries
11
Retirement Age
For those who have worked more than 20 years and wish
to retire
Paid Honorary Retired Allowance
(Average of $ 20,000 in 1999)
Allowed to be Honorary Promotion
12
Pay Structure
Pay = Base Salary + Allowances + Welfare Expenses
14
5 years Plan to increase Pay level
100%
98%
97%
95%
91%
Pay level Compared to the private sector
2000 Yr 2001 Yr 2002 Yr 2003 Yr 2004 Yr
15
Major Sectoral Reforms
Financial Sector
put an end to governmental control and enhance autonomy
of financial institutions
5 banks closed and 9 merged to larger ones ; 1 sold to
foreign investors, 16 out of 30 merchant banks to be shut
down
Labor Market
Labor, Management, Government - Tripartite Committee
established (reform through democratic consensus)
provide liquidity in the labor market through introduction of lay off
and work dispatch system
expand social safety net
Corporate Sector
revamp corporate governance
major conglomerates to restructure and swap business
lines and to stop financial cross-guarantees among
subsidiaries 16
Public Sector
Toward an electronic-government
22
New Agenda: Senior Management
Motive to Reform
Financial Crisis & IMF Bailout in 1997
Low World Competitiveness
High Rigidity (Closed System)
Lack of Leadership on the Top
Lack of Competency & Responsiveness
Necessity of Cultural Change: life-long
job security and lack of performance
management 23
Number of Senior Civil
Servants
Grade 1: Assistant Minister Level: 201
Grade 2: Direct-General Level: 545
Grade 3: Direct-General Level: 514
HAVE ALREADY OPENED UP 20 PERCENT FOR
OPEN COMPETITION
Excludes positions in the Office of the President, the
Office of the Prime Minister, the National Intelligence
Service, the Board of Audit and Inspection
Excludes positions of the Specific Service (military,
police, fire service, and prosecutors) and fixed term
positions
24
Number of Positions for
Open Competition
142 positions as of September 18,
2003
- improvement of expertise:
self-directed learning
capacity building
27
Problems
Could not recruit the best of the best: lack of
attraction in terms of pay, benefits, and job
security
33
Issues for Further Development—continued
The role of CSC: integrated management of senior
civil servants?
Personnel Autonomy:
Each Minister’s Interest vs.
Integration of the CSC
34
Implementation Plan
Minimization of Political Influence & Internal
Resistance
Improvement of Performance Management and
Provision of HRD Opportunities for SES/SCS
Candidates
Devolution of Personnel Authority to Each Ministry:
Deregulation of Personnel Authority for the Minister
and the Establishment of HRM Department in the
Ministry
Development of HRM Infrastructure: Job Analysis,
Development of Competency Model, and
Diversification of Recruitments…
35
Time Schedule
2003: Launched a Research Project for
Establishment of SES/SCS
2003: Launched a Target Group’s Job
Analysis of the Central Government
Early 2004: Development of the Basic Plan
for Establishment of SES/SCS
Early 2004: Policy Hearing for the
Establishment of SEC/SCS
Late 2004 or Early 2005: Revision of the
National Civil Service Act
36