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Republic of KoreaRepublic of Korea
Civil Service CommissionCivil Service Commission-- The Past, Present & Future The Past, Present & Future --
2004. 5. 252004. 5. 25
Myungshik Kim, Ph.D.Myungshik Kim, Ph.D.
DirectorDirector--General (Group Manager)General (Group Manager)Republic of Korea Civil Service CommissionRepublic of Korea Civil Service Commission
MissionMission (as described in the (as described in the National Civil Service Act Article 6National Civil Service Act Article 6))
–– To establish fundamental policy for personnel administration, To establish fundamental policy for personnel administration, and to enforce and operate this Actand to enforce and operate this Act–– To administer comprehensive matters concerning the personnel To administer comprehensive matters concerning the personnel management, for the purpose of operating balanced and efficient management, for the purpose of operating balanced and efficient personnel management and development of its staff within the personnel management and development of its staff within the civil servicecivil service
Constitutional InstitutionsConstitutional Institutions––National AssemblyNational Assembly––Supreme CourtSupreme Court––GovernmentGovernment––Constitutional CourtConstitutional Court––National Election CommissionNational Election Commission
The Central Personnel Authority of the Korean Government
The History of Central Personnel Authority within the Government
Recruitment Examination Commission
Personnel Division
Personnel Bureau
1948 19601955
Office of Administration
Administrative Bureau
Office of Office of PresidentPresident State Council
SecretariatState Council
Secretariat
Personnel Bureau
Ministry of Government
Administration (MOGA)
Recruitment Examination
Division
Office of Prime Minister
Personnel Services Bureau
Examinations & Training
Bureau
1963 1991
Ministry of Government
Administration & Home Affairs
(MOGAHA)
Personnel Personnel BureauBureau
Appeals Commission
Administrative Administrative Management Management
BureauBureau
Civil Service Commission
1998.3
Promotion Screening
Commission
State Council SecretariatCabinet
OfficeMinistry of
Government Administration
(MOGA)
Office of Prime Minister
Ministry of Home Affairs
The History of Central Personnel Authority within the Government (continued)
Former President DJ KimFormer President DJ Kim’’s election promise (Year of 97)s election promise (Year of 97)the need for a central agency to guarantee a fair personnel systthe need for a central agency to guarantee a fair personnel system and to reform the civil service systemem and to reform the civil service system““
The Founding of CSC (1999.5)-Background and Organization-
MOGAHA
Personnel Planning Division
Compensation Division
Mission Senior Civil Service
Appointment, Promotion Screening,
Job Analysis
Leadership 1 Chairman (Ministerial),
1 Standing & 3 Non-Stand. Commissioners
Organization 4 Divisions with 65 Staff
Headed by Director-General for Public HR Policy
Features Directly Report to President, Authority to deliberate and vote on the relevant laws
Personnel Bureau
…
Civil Service CommissionCivil Service Commission
Problems: Organizational LimitationsProblems: Organizational Limitations……. .
- Administering HR Policy
- Recruiting
- Training
- Merit Protection and Appeals
- Welfare and Pension
- Discipline
- Designing HR Policy
- Compensation
- Appointment Screening for
Senior Civil Service
- Job Analysis
- Managing the HR Database
for Public Service
Ministry of Government Administration & Home Affairs
(MOGAHA)Civil Service Commission
Dual Central Personnel Agencies in the Government
1st Organizational Restructuring (2001.4)
Secretary-General
… …
Director General for Public HR Policy
… Planning Division
Chairman
Commissioners
Secretary-General
Planning & Management
Division
Director General for Public HR Policy
…
Chairman
Commissioners
Director General for HR Management
Policy Support Division
Appointment Screening Division
……
New
New65 Staff65 Staff 83 Staff83 Staff
2nd Organizational Restructuring (2003.4)
Secretary-General
Planning & PR
Division
Director General for Public HR Policy
…
Chairman
Commissioners
Director General for HR Management
Administrative Support Division
………
Director General for HR Information
HR Research Division
HR Database Management
Division
New
NewPlanning & Planning &
Management Management DivisionDivision
Policy Policy Support Support DivisionDivision
105 Staff105 Staff
3rd Organizational Restructuring (2004.5)
Recruitment ExaminationTraining & Education
Personnel ManagementCentral Officials Training Institute
(COTI)Appeals Commission
As of As of June 12, 2004June 12, 2004
NewNewCSCCSC
Revised National Civil Service Act Revised National Civil Service Act (2004.3)
MOGAHA’s Personnel Management Functions
5 5 Bureaus Bureaus 15 Divisions 15 Divisions 353353 StaffStaff
New CSC Organizational Structure
Chairman
Secretary-General (Standing Commissioner)
Director-Gen for Planning & Management
Personnel Policy
Bureau
HR Development
Bureau
Performance &
Compensation Bureau
Director-Gen for HR
Information
Innovation & Personnel
Planning & Budgeting
PR & Cooperation
Policy Management
Screening & Appointment
Balanced Personnel
Workforce Planning
Training & Education
Recruitment
Performance Planning
Performance Management
Compensation & Welfare
HR Research
HR Database Management
Non-Standing Commissioners(3)
Central OfficialsCentral Officials’’Training InstituteTraining Institute
Appeals Appeals CommissionCommission
Gen
eral
Ser
vice
s D
ivis
ion
Participatory GovernmentParticipatory Government’’s s Direction and Motive for Civil Service ReformDirection and Motive for Civil Service Reform
Become the Northeast Asia Hub Become the Northeast Asia Hub and Reach $20,000 GDP per capitaand Reach $20,000 GDP per capita
Improve Overall Public Sector
Competitiveness
Public AdministrationReform
MOGAHACivil Service
ReformCSC
Public Finance ReformMPB
Build Public Human Capital Management System Meeting Global Standards
Major Civil Service Reform TasksMajor Civil Service Reform Tasks
Management SystemManagement System
Recruitment MethodRecruitment Method
High Quality WorkforceHigh Quality Workforce
Performance ManagementPerformance Management
Government CultureGovernment Culture
Centralized Centralized Decentralized & Autonomous Decentralized & Autonomous choice & concentrationchoice & concentration
Closed Closed Open, Open, right person in right positionright person in right position
Generalist Generalist Specialist, Humanist Specialist, Humanist with good leadershipwith good leadership
SenioritySeniority--based based PerformancePerformance--based,based,Senior Civil Service SystemSenior Civil Service System
Ranking, oneRanking, one--way communication way communication democratic, twodemocratic, two--wayway
Structural DifficultiesStructural Difficulties–– Regulated by other agency concerning budgeting and Regulated by other agency concerning budgeting and
organization structuringorganization structuring–– No legal authority to set rules or provisionsNo legal authority to set rules or provisions
Functional LimitationsFunctional Limitations–– Other personnel functions such as working condition, Other personnel functions such as working condition,
discipline, ethics, pension still remain in MOGAHA discipline, ethics, pension still remain in MOGAHA –– Little involvement to the Government Affiliated Little involvement to the Government Affiliated
OrganizationsOrganizations’’ Human Capital ManagementHuman Capital Management
Current Problems Faced by CSC
Functional Improvements and Expected ChangesFunctional Improvements and Expected Changes
1.1. Grant legal authority to make rules and provisionsGrant legal authority to make rules and provisions
2.2. Transfer working conditions, discipline, pensions, & awards Transfer working conditions, discipline, pensions, & awards CSCCSC
3.3. Grant autonomy to determine own organizational structure and Grant autonomy to determine own organizational structure and
budget management budget management
※※ Concurrently pursue finance & budget accounting system reformConcurrently pursue finance & budget accounting system reform
4.4. Grant authority to oversee personnel management system practicesGrant authority to oversee personnel management system practices
within government affiliated organizations. within government affiliated organizations.
※※Amend the Government Affiliated Organization Management ActAmend the Government Affiliated Organization Management Act
CSC Strategic Direction (1)
CSC Strategic Direction (2)
In the long-run,
Patronage & Spoils System
More autonomy in Personnel Management
Each Government
Agency
Council System (1 Perm. + 3 Non-Perm.
Commissioners)
1 Agency Head (Commissioner) with
Guaranteed Term
ClosingClosing
who is the core of the future governmentOur most important asset is our people,
We should focus on the nurturing a competent government workforce.
Therefore
With the competent workforce, we are trying to upgradegovernment administration and service delivery to the people.
- Mission of the CSC-
And
Thank you for your attention.Thank you for your attention.
mkim134@csc.go.krmkim134@csc.go.kr