Research
Research Reports
| Title | Ideal management plan for the Termed Civil Servant System: Focusing on the Judiciary’s Termed Civil Servants | ||
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| Date | 2019.07.01 | ||
| Files |
 Ideal management plan for the Termed Civil Servant System- Focusing on the Judiciary’s Termed Civil Servants.pdf
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Ideal management plan for the Termed Civil Servant System: Focusing on the Judiciary’s Termed Civil Servants
In the public sector, the status of fixed-term civil servants has been elevated and their roles also has been gradually expanding. The purpose of the system of fixed-term civil servants is to improve the professionalism and efficiency of the public sector by introducing high–performing civilian personnel into the public sector. It is also aimed at improving the flexibility of the personnel management system by improving the existing vocational public servant system which entails considerable expense, compared to the benefits by guaranteeing a person’s status. This report examines the problems of the personnel affair practices of fixed-term civil servants during the period of about 5 years after the implementation of the system of fixed-term civil servants. The improvement plan would reviewed in terms of fixed-term civil servants and the respective state institution making the appointment. The improvement of personnel practices from the viewpoint of fixed-term civil servants can be considered unusual personnel practices related working period. In particular, in the personnel practices of fixed-term civil servants in Korea, there are frequent cases of longer term employment by means of reemployment following the expiration of original working period. In this regard, this report examines the background of reemployment through new recruitment process, the illegality and purposefulness of such a procedure, and considers the problems and remedies in the recruitment process. In addition, a practical discussion would be made on what criteria should be established when each state institution applies the new rule introduced in 2015 that extends the working period for fixed-term civil servants with outstanding performance. Because there is still no specific guidance or regulation on how most national authorities should use this rule, this research proposes practical directions and guidelines. This report also included a discussion the application of the promotion system for fixed-term civil servants who are not allowed by the current legislation, and the problems and improvement plans for the work performance evaluation system. From the aspect of the state institution, which is the appointment authority of fixed-term civil servants, this report identifies problems of work management and abuse of appointment rights, and suggests on how to pursue the long-term policy in employing fixed-term civil servants. In particular, this report offers measures to improve the regulations for human resources and practices of the current fixed-term civil servants, especially for the judiciary. 
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