Senior Civil Service in Korea

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

2. I. II. III. Background Key Elements Future Plan Table of Contents

3. I. Background

4. 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

5. Senior Civil Service : Cases in Practice United States United Kingdom • Senior Executive Service • Senior Civil Service • Established in 1978 • Established in 1996 • 3,800 Managers • 7,800 Managers Senior Civil Service Australia Others • Senior Executive Service • Canada (in 1992) • Established in 1984 • Netherlands (in 1995) • 1,450 Managers

6. 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)

7. II. Key Elements

8. Regular Assignment (1,253) Mobility Assignment (251) Regional (78) General (690) Special (173) Contract (46) Foreign (344) Second- ment (170) Training (81) Local Gov. (59) Education Offices (19) Memberships • 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) Coverage • 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 Grades

9. Managing the Senior Service Corps • 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 Pool System • Agencies have authority to manage the senior officer’s performance, training and other personnel matters Personal Authority • CSC consults and mediates conflicts of interest on appointments among agencies - Manages SCS member without assignment

10. Managing the Senior Service Corps (II) Pool System Agencies CSC Appointment request and personnel management Consultation, mediation, and management Private sector Private sector Senior Civil Service Open Position, Job Posting, and Job Transfer Systems across agencies Agency A Agency B Agency C

11. Staffing • Expanded System by open competitions - (e.g.) Open Position System (20%) + Job Posting System(30%) + Agency Flexibility (50%) Staffing • Prospective senior managers : Succesful completion of SCS Candidate Development Programs and Training and Certification of Competence • Current senior managers : No additional requirements - Reassignment to the SCS as a part of the transition process Core Qualification • Promotion/performance evaluations by CSC are reviewed only when an official becomes the member of SCS Screen

12. Current Future Senior Civil Service Grade1 Screen Candidates From private sector Grade2 Screen Screen Screen Grade3 Screen Screen Grade4 Division Directors Staffing (II) Screening appointment and promotion A greater agency flexibility for selecting and developing top managers

13. Mission Objectives Goals Performance indicator Performance Appraisal 4 different ratings Performance Management and Competency Development • 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 Performance Agreements Final Review Agreements 「Progress Review」

14. Maximum Accrues to the next year’s base pay 1 SCS 2 3 4 5 Minimum 【Base Pay】 【Job Pay】 【Performance Pay】 【Special bonus】 + + + 【One-time bonus】 【Annual Salary】 Performance Management and Competency Development (II) • Diferential pay scheme based on difficulty and importance 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 Job and Performance Based Pay

15. ① Competency Assessment (2weeks) ② Basic Training (3-4 days) ③ Action Learning (10 months) ④ Supplement -ary Training Training Completion ⑦ Comprehens -ive training (2-3days) ⑥ Performance Evaluation (1week) ⑤ Voluntary Learning program Performance Management and Competency Development (III) • Candidate Development Program - Division director at central government receive formal training at their current jobs Competency Development 【 Action Learning 】 • Training Program for incumbent members of the SCS - Customized Training to develop insufficient competency

16. Recertification • Maintenance of the Career-based-system - Guarantee of tenure and status Status • 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 Re- certification • 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

17. Recertification (II) Recertification process • Non-regular • (as needed) Performance Review Committee Requested by agency Not re- certified Has to be Recertified dismissal • 5 commissioners or above • - Chairman : CSC Chairman • - Commissioners : vice minister… • Regular basis • (every 5 years)

18. III. Future Steps

19. 2005 2006 Future Steps Category Process Legislation Revise Laws and Regulations Job grade Review suggestions from agencies, Finalize job grade Performance Pay Design, Review, Finalize Competency Assessment Organize a pool of reviewers, Develop the assessment programs, Test Candidate Development Design the program, Test Inaugurating the SCS (Senior Civil Service)

20. CIVIL SERVICE COMMISSION Thank You. Sanghyun Leeslee@csc.go.kr 20 / 20