成果給制度에 대한 地方公務員의 認識調査 : 慶尙南道 下位職公務員을 중심으로
(A) Study on Local Civil Servants' Recognition of Pay for Performance System : Focused on Lower Level Civil Servants in Gyungsangnamdo
성과급제도 지방공무원 성과급 공무원;
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Nowadays we are living in endless changes due to globalization, information, democratization, and localizaion. To respond these needs, to build up the competition among civil servants, and to promote working atmosphere, the Korean government has been managing pay for performance system. In the pay for performance system, workers are paid differently according to their achievements. The purpose of the policy is to realize the principle of equity and to increase the productivity. The monetary reward will promote working atmosphere and create the competition among civil servants in public office community. Currently, the Korean government pays annual income based on the performance for the civil servants whose ranks are above the director of a bureau, whereas civil servants ranked below the head of a department are raised differently based on the performance. The pay for performance system has been criticized severely since the system applied in 2001. Civil servants reallot their allowances which were paid differently based on the performance evenly to all of them or they return the rewards based on the performance. They are strongly asking to change the pay for performance system. It needs a great amount of the government budget to manage the pay for performance system. The system should be worthy of it. Therefore, it is necessary to figure out what factors cause civil servants' reaction against the system and to improve the system. This study surveys the lower level civil servants in Gyungsangnamdo to identify how the pay for performance system is managed in Korea. The literature review is also carried out to support the policy theoretically. Based on the findings, this study makes some suggestions for the improvement of the system. The issues found in this study are the reward for the performance, the methods to evaluate the performance, the way to pay for the performance, and the negative recognition against the reward based on the performance. For the improvements of the system, the better understanding of the system, the appropriateness of the reward, and the fairness of the evaluation need to be secured. In addition, the system needs to be practiced step by step. To successfully establish the pay for performance system in Korea, the research on the improvements of the policy needs to be studied in the future.