Senior Civil Service in Korea 2005 REPUBIC OF KOREA CIVIL SERVICE COMMISSION.

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.


II.. Background Background


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


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)


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)


IIII.. Key Elements Key Elements


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


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


Managing the Senior Service Corps (II)Managing the Senior Service Corps (II)

Agency

AAgency

BAgency

C


Open Position, Job Posting, and Job Transfer Systems across agencies

Privatesector

Privatesector

Agencies CSC

Appointment request andpersonnel management

Consultation, mediation,and management

Pool System


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


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


Screen

ScreenScreen

Screen

Screen

Screen


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


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


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)


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


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…


IIIIII.. Future Steps Future Steps


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

20 / 19CIVIL SERVICE COMMISSIONCIVIL SERVICE COMMISSION 20 / 20

Thank You.Thank You.

CIVIL SERVICE COMMISSIONCIVIL SERVICE COMMISSION

Sanghyun LeeSanghyun [email protected]@csc.go.kr

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Senior Civil Service in Korea 2005 REPUBIC OF KOREA CIVIL SERVICE COMMISSION.

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