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

2. 2 / 19 CIVIL SERVICE COMMISSION Table of Contents Table of Contents Background Background Key Elements Key Elements Future Plan Future PlanI.II.III.

3. 3 / 19 CIVIL SERVICE COMMISSION I. Background

4. 4 / 19 CIVIL SERVICE COMMISSION 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. 5 / 19 CIVIL SERVICE COMMISSION Senior 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 Australia Senior Civil Service  3,800 Managers  Senior Executive Service  Established in 1984  1,450 Managers  Canada (in 1992)  Netherlands (in 1995)

6. 6 / 19 CIVIL SERVICE COMMISSION 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. 7 / 19 CIVIL SERVICE COMMISSION II. Key Elements

8. 8 / 19 CIVIL SERVICE COMMISSION 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) Local Gov. (59) Local Gov. (59) Education Offices (19) Education Offices (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) Mobility Assignment (251) Mobility Assignment (251) Regional (78) Regional (78) Grades

9. 9 / 19 CIVIL SERVICE COMMISSION Managing the Senior Service Corps Pool System  CSC consults and mediates conflicts of interest on appointments among agencies - Manages SCS member without assignment Personal Authority  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

10. 10 / 19 CIVIL SERVICE COMMISSION Managing the Senior Service Corps (II) Agency A Agency B Agency C Senior Civil Service Open Position, Job Posting, and Job Transfer Systems across agencies Private sector Private sector AgenciesCSC Appointment request and personnel management Consultation, mediation, and management Pool System

11. 11 / 19 CIVIL SERVICE COMMISSION 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 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 Screen  Promotion/performance evaluations by CSC are reviewed only when an official becomes the member of SCS

12. 12 / 19 CIVIL SERVICE COMMISSION Staffing (II) Screening appointment and promotion A greater agency flexibility for selecting and developing top managers Grade2 Grade3 Grade1 Grade4 Candidates From private sector Division Directors CurrentFuture Senior Civil Service Screen

13. 13 / 19 CIVIL SERVICE COMMISSION 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 Mission Goals Objectives Performance indicator Performance indicator 「 Progress Review 」 Final Review Performance Appraisal Performance Appraisal 4 different ratings

14. 14 / 19 CIVIL SERVICE COMMISSION Job and Performance Based Pay  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 Performance Management and Competency Development (II) 【 Annual Salary 】 【 Job Pay 】 5 4 3 2 1 + 【 Performance Pay 】 Accrues to the next year’s base pay 【 Special bonus 】 + 【 One-time bonus 】 【 Base Pay 】 + SCS Maximum Minimum

15. 15 / 19 CIVIL SERVICE COMMISSION Competency Development  Candidate Development Program - Division director at central government receive formal training at their current jobs ① Competency Assessment (2weeks) ② Basic Training (3-4 days) ③ Action Learning (10 months) ④ Supplement -ary Training ⑤ Voluntary Learning program ⑥ Performance Evaluation (1week) ⑦ Comprehens -ive training (2-3days) Training Completion  Training Program for incumbent members of the SCS - Customized Training to develop insufficient competency 【 Action Learning 】 Performance Management and Competency Development (III)

16. 16 / 19 CIVIL SERVICE COMMISSION 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

17. 17 / 19 CIVIL SERVICE COMMISSION Recertification (II) Recertification process Has to be Recertified Has to be Recertified Non-regular (as needed) Regular basis (every 5 years) Requested by agency Performance Review Committee Not re- certified dismissal 5 commissioners or above - Chairman : CSC Chairman - Commissioners : vice minister…

18. 18 / 19 CIVIL SERVICE COMMISSION III. Future Steps

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

20. 20 / 19 CIVIL SERVICE COMMISSION 20 / 20 Thank You. CIVIL SERVICE COMMISSION Sanghyun Lee slee@csc.go.kr