1. Position Islands on the Career Sea : An Evaluation of the Open Competitive Position System in Korea. By Sangmook Kim, PhD Public Personnel Administration 2010104351 행정학과 김재영 2010104659 행정학과 최성혁

2. Two basic models career based position based

3. Two systems in government. Korea = career based + position based

4. Traditionally characteristics of a career civil service system Korea has traditionally had the strong characteristics of a career civil service system. the Kingdom of Unified Silla era about 1,200 years ago. Until the 19th century, Korea had a class system.

5. The basic characteristics of the Korean civil service system The government rank-in-person is composed of nine grades, from Grade 9 to Grade 1 new entrance through the open competition examination applies to only three kinds of grades Promotion is based on a system of grades attached to the individual rather than to a specific position

6. Korean civil service has been criticized In 1997 the foreign exchange crisis. Korean civil service has been criticized for its lower levels of competitiveness and productivity. The inflexibility if the career civil service system and the rank-in- person system were analyzed to result in a significant drop in competitiveness.

7. Enhance flexible and to create a more competitive workforce the Korean government thought that it was urgent to initial government reforms in order to enhance flexible and to create a more competitive workforce. The Korean government was influenced by Anglo-American systems, like the open systems for higher position.

8. Introduced the Open Competitive Position System (OPS) In 1999, the Korea government introduced the Open Competitive Position System (OPS) contribute to stimulating the civil servants and changing the administrative culture. to enhancing the efficiency and productivity of government. to appoint the most qualified person to a position through open recruitment from both inside and outside government. the purpose of the OPS is to strengthen the core competencies of civil servants by exposing them to competition.

9. Two systems are operating at the same time The OPS is a position-based system. vacancies are filled with the most qualified applicant from both public and private sectors through open and fair competition. but, career based system still exist.

10. The Open Competitive Position System

11. OPS & CSC The OPS was introduced, and the Civil Service Commission (CSC) established The mission of the CSC is to introduce the OPS and reform other public personnel policies.

12. The purpose of introducing the OPS to select the most qualified persons for positions to increase the expertise of public administration to reduce the frequency of job rotation to change the administrative culture to improve the level of productivity and competitiveness of the government

13. The fundamental purpose of OPS to strengthen the core competencies of civil servants by exposing them to competition. to staff the government with qualified personnel to build an open and flexible government adaptable to changing environmental conditions.

14. Qualification standard job application core competencies special conditions

15. The OPS position should be filled through open competition. should be announced publicly for at least 14 days. When a person in the private sector is selected. when a civil servant is selected.

16. Strong Point The OPS is expected to build up a performance culture. All pay increases are related to performance ratings.

17. The Opposite Many civil servants were afraid of losing promotion opportunities to the positions.

18. Weak Point The pay gap between the private and public sector. Not easy to recruit outside experts to the top position.

19. To make the system more attractive to people from the private sector A ministry may substitute one or two positions of division director (Grade 4) for one OPS position. The public relations for attracting competent persons from the private sector is strengthened. The term of appointment is increased.

20. OPS as an alternative policy Korean civil service unresponsiveness inflexibility low competitiveness But, before introduce OPS system, it's necessary to evaluate whether the OPS is an effective strategy to strengthen the administrative capacity of the government.

21. Expectations About OPS

22. OPS with overall trend OPS needs to attract people from the private sector and to encourage more participation by qualified persons. The percentage of OPS positions has increased since 2001. So, we can determine that the OPS attracts people from the private sector and it contributes to welcoming the more competent persons from the private sector to the government. 2001 2005 Applicants on the OPS positions Percentage of OPS positions 20%45% 4.32 5.73

23. The performance of OPS When you review your organization’s OPS implementation, how do you evaluate the performance of the OPS on the 5 following goals??

24. Spillover effect of OPS One way to estimate the performance of the OPS is to review whether similar policies are introduced elsewhere in the government or it is diffused to other agencies. CSC introduced the Personnel Exchange System (PES ) As an attempt to share knowledge and experience between the private sector and the government. Three-year leave by civil servants for the private sector experience Promotes the exchange of talents between the private sector and the government. The Job Posting Program - Job posting is a competitive recruitment system within the civil service which posts vacant positions to both inside and outside the ministry. - The only difference is the scope of competition; civil servants compete among themselves for job posting positions, whereas the OPS includes both the public and private sectors

25. Problems and limits of OPS -The morale and motivation of civil servants still managed by the career civil service system have decreased. -They complain that their own territory has been occupied by the civilians who are actually inexperienced in public administration and incompetent to work in the government. - Some OPS positions and job qualifications are not suitable for attracting competent persons from the private sector. -The morale and motivation of civil servants still managed by the career civil service system have decreased. -They complain that their own territory has been occupied by the civilians who are actually inexperienced in public administration and incompetent to work in the government. - Some OPS positions and job qualifications are not suitable for attracting competent persons from the private sector.

26. Conclusion Purpose? To recruit outstanding experts from both the public and private sectors. To strengthen the core competencies of civil servants by exposing them to competition So, - To increase the expertise of public administration - To reduce the frequency of job rotation - To change the administrative culture - To improve the level of productivity and competitiveness of the government Purpose? To recruit outstanding experts from both the public and private sectors. To strengthen the core competencies of civil servants by exposing them to competition So, - To increase the expertise of public administration - To reduce the frequency of job rotation - To change the administrative culture - To improve the level of productivity and competitiveness of the government

27. OPS has positively performed in several factors - It has established a new way to recruit the competent persons from the private sector - It has accelerated open recruitment in the government - It has introduced performance evaluation - It has the concepts of competition, competency models, and increased the expertise, consistency and accountability of public administration - It has improved the fairness and transparency of public personnel management - It has let the civil servants know the importance of personal competency building and career development OPS has positively performed in several factors - It has established a new way to recruit the competent persons from the private sector - It has accelerated open recruitment in the government - It has introduced performance evaluation - It has the concepts of competition, competency models, and increased the expertise, consistency and accountability of public administration - It has improved the fairness and transparency of public personnel management - It has let the civil servants know the importance of personal competency building and career development We can conclude that the OPS has contributed to enhancing the productivity and competitiveness of the Korean government, even though it has some problems.

28. - The career civil service system is under pressure in developed countries. - Because it runs against trends in the wider job market, and because it is seen as less able to deliver specialized skills and flexibility than the position-based approach. The Korean government has chosen the OPS as one of the alternatives. - The Korean government is working towards establishing the position-based system to replace the traditional career system. - The career civil service system is under pressure in developed countries. - Because it runs against trends in the wider job market, and because it is seen as less able to deliver specialized skills and flexibility than the position-based approach. The Korean government has chosen the OPS as one of the alternatives. - The Korean government is working towards establishing the position-based system to replace the traditional career system.

29. Korean job-based System OPSSCS The OPS and job posting are also used for recruiting SCS positions. The OPS and the SCS are the first two stepping stones to across to a job based system in Korea.

30. Question What is your opinion? The Open Competitive Position System is necessary? Rank-in-person system is better? Or two systems operate together is the best case?