senior civil service in korea
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Senior Civil Service in Korea. 2005. REPUBIC OF KOREA CIVIL SERVICE COMMISSION. I. II. III. Background Key Elements Future Plan. Table of Contents. I . Background. Background. Key Goals of the SCS. “Improve the core management of the government” - PowerPoint PPT PresentationTRANSCRIPT
Senior Civil Service in KoreaSenior Civil Service in Korea
20052005
REPUBIC OF KOREAREPUBIC OF KOREA
CIVIL SERVICE COMMISSIONCIVIL SERVICE COMMISSION
2 / 19CIVIL SERVICE COMMISSIONCIVIL SERVICE COMMISSION
Table of ContentsTable of Contents
BackgroundBackground
Key ElementsKey Elements
Future PlanFuture Plan
I.I.
II.II.
III.III.
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II.. Background Background
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Background Background
Key Goals of the SCS
“Improve the core management of the government”
- By holding senior managers accountable for individual and organizational performance,
- Selecting and developing senior managers from an expanded government-wide pool of talents
- And making senior levels more open to talents from the lower ranks and from the outside
Developing a government-wide system for selecting, preparing,
paying and managing a differentiated group of senior managers
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Senior Civil Service : Cases in PracticeSenior Civil Service : Cases in Practice
United States
Senior Executive Service
Established in 1978
7,800 Managers
United Kingdom
Others
Senior Civil Service
Established in 1996
AustraliaSenior Civil Service
3,800 Managers
Senior Executive Service
Established in 1984
1,450 Managers
Canada (in 1992)
Netherlands (in 1995)
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Development Timetable Development Timetable
◈ Senior Civil Service selected as a key agenda of the personnel administration reform (’03. 4)
◈ Conducted job analysis for senior positions (’03. 7 ’04)∼
◈ Implemented Director-general level Personal Exchange across government agencies(’04.1)
◈ Hosted public hearings, international conferences, and ministerial meetings (’04.11 12)∼
◈ Launched Bureau of Senior Civil Service Project (’05. 1 )∼
◈ Conducted ministry-wide director-general meetings and led party consultation on legislative revision in Congress(’05. 4)
◈ Proposed, discussed, and agreed in the Cabinet meeting(’05.5)
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IIII.. Key Elements Key Elements
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Memberships Memberships
Coverage
All Director-General or above positions in the central government
- Includes national civil servants in General, Special, Contract, and Foreign Services (approximately 1500 individuals)
National civil servants in local governments (e.g. vice province governor, vice city mayor, and vice education superintendent)
Current grades for Senior public officials will be abolished - Posts in accordance with their ability and performance
regardless of their grade differences Personnel management based on rank-in-position rather
than rank-in-person
Second-ment(170)
Second-ment(170)
Training(81)
Training(81)
LocalGov.(59)
LocalGov.(59)
EducationOffices
(19)
EducationOffices
(19)General
(690)
General(690)
Special(173)
Special(173)
Contract(46)
Contract(46)
Foreign(344)
Foreign(344)
Regular Assignment(1,253)
Regular Assignment(1,253)
MobilityAssignment
(251)
MobilityAssignment
(251)
Regional(78)
Regional(78)
Grades
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Managing the Senior Service CorpsManaging the Senior Service Corps
PoolSystem
CSC consults and mediates conflicts of interest
on appointments among agencies
- Manages SCS member without assignment
PersonalAuthority
Agencies have authority to manage the senior officer’s
performance, training and other personnel matters
A new system of senior civil service : An expanded
government-wide pool of qualified senior managers
- Agencies have authorities to select officials from the Pool
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Managing the Senior Service Corps (II)Managing the Senior Service Corps (II)
Agency
AAgency
BAgency
C
Senior Civil Service
Open Position, Job Posting, and Job Transfer Systems across agencies
Privatesector
Privatesector
Agencies CSC
Appointment request andpersonnel management
Consultation, mediation,and management
Pool System
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Staffing Staffing
Staffing Expanded System by open competitions
- (e.g.) Open Position System (20%) + Job Posting System(30%) + Agency Flexibility (50%)
Core
Qualification
Prospective senior managers : Succesful completion of S
CS Candidate Development Programs and Training and C
ertification of Competence
Current senior managers : No additional requirements - R
eassignment to the SCS as a part of the transition process
Screen Promotion/performance evaluations by CSC are reviewed
only when an official becomes the member of SCS
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Staffing (II) Staffing (II)
Screening appointment and promotion
A greater agency flexibility for selecting and developing top managers
Grade2
Grade3
Grade1
Grade4Grade4
CandidatesFrom private
sector
CandidatesFrom private
sector
Division Directors Division Directors
CurrentCurrent FutureFuture
Senior Civil Service
Screen
ScreenScreen
Screen
Screen
Screen
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Performance Management and Competency Development Performance Management and Competency Development
Performance
Agreements
Each SCS official is given an individual performance plan
with performance elements and performance requirements.
- Plans are developed in consultation with direct manager of the official.
Annual appraisal period and 4 different ratings
Agreements
MissionMission
GoalsGoals
ObjectivesObjectivesPerformance
indicatorPerformance
indicator
「 Progress Review 」
Final Review
PerformanceAppraisal
PerformanceAppraisal
4 different ratings4 different ratings
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Job and
Performance
Based Pay
Diferential pay scheme based on difficulty and importa
nce of the job and position
Continuous extension of performance-related pay
- increased portion of the salary and a special one-time bonus for those with exceptional performances
Performance Management and Competency Development (II) Performance Management and Competency Development (II)
【【 Annual SalaryAnnual Salary 】】
【【 Job PayJob Pay 】】
5 4 3 2 1
++【【 Performance PayPerformance Pay 】】
Accrues to the next year’s base pay
【【 Special bonusSpecial bonus 】】++
【【 One-time bonusOne-time bonus 】】
【【 Base PayBase Pay 】】 ++
SCS
Maximum
Minimum
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Competency
Development
Candidate Development Program
- Division director at central government receive formal training at their current jobs
① CompetencyAssessment
(2weeks)
② Basic Training
(3-4 days)
③ Action Learning
(10 months)
④ Supplement-ary Training
⑤ VoluntaryLearning program
⑥ PerformanceEvaluation
(1week)
⑦ Comprehens-ive training
(2-3days)
TrainingCompletion
Training Program for incumbent members of the SCS
- Customized Training to develop insufficient competency
【 Action Learning 】
Performance Management and Competency Development (III) Performance Management and Competency Development (III)
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Recertification Recertification
Status Maintenance of the Career-based-system
- Guarantee of tenure and status
Re-certification
Regular basis(every 5 years) or non-regular(as-needed)
- not recertified : Lowest rating for 2 consecutive years or 3 separate years, no position for 2 years without valid reasons
Organization of the Performance Review Committee for fair
certification process
- Committee Chairman : CSC Chairman
- Committee Commissioners : 5 including a vice minister and officials from agencies and SCS members
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Recertification (II) Recertification (II)
Recertification process
Has to beRecertified
Has to beRecertified
• Non-regular (as needed)
• Regular basis (every 5 years)
Requestedby agency
PerformanceReview
CommitteeNot re-
certifieddismissal
• 5 commissioners or above
- Chairman : CSC Chairman
- Commissioners : vice minister…
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IIIIII.. Future Steps Future Steps
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Future Steps Future Steps
LegislationLegislation Revise Laws and Regulations
Job gradeJob grade Review suggestions from agencies,Finalize job grade
Performance PayPerformance Pay Design, Review, Finalize
CompetencyAssessmentCompetencyAssessment
Organize a pool of reviewers,Develop the assessment programs, Test
CandidateDevelopment
CandidateDevelopment
ProcessProcessCategoryCategory
Design the program, Test
2005
Inaugurating the SCS (Senior Civil Service)Inaugurating the SCS (Senior Civil Service)2006
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Thank You.Thank You.
CIVIL SERVICE COMMISSIONCIVIL SERVICE COMMISSION
Sanghyun LeeSanghyun [email protected]@csc.go.kr