Mandatory Special Promotion of Over 2% in Public Institutions... Introduction of Inter-Agency Personnel Exchange System

[Asia Economy Reporter Kim Hyunjung] Special promotions of more than 2% of the annual number of promotions will be implemented for each public institution, and personnel exchanges between institutions will be fully introduced for positions that require sharing expertise.

The Ministry of Economy and Finance announced on the 28th that it has prepared the "Public Institution Personnel Management Innovation Plan" with these contents and notified the implementation guidelines to 131 public enterprises and quasi-governmental institutions. According to this plan, which was approved by the Public Institution Management Committee on the 24th, each institution will establish internal personnel regulations and implement them from the second half of this year.

First, a personnel exchange system will be introduced for positions that require experience or expertise, where employees will be mutually dispatched between institutions. It is expected to be actively utilized for positions where expertise in areas such as safety can be mutually leveraged for technology development, or positions handling similar tasks such as welfare and foreign aid, where overlapping customers can help improve policies together.

Considering that a considerable number of public institutions have relocated to local areas such as Innovation Cities, personnel exchanges between central public institutions and local public institutions are also expected to become possible. Initially, it will be implemented for at least one position, and the number of exchange positions will be expanded in the future considering the size of the institutions. The exchange period is set to be at least one year as a principle, but will be decided through consultation between institutions.

A system requiring each public institution to implement special promotions for more than 2% of the annual number of promotions will also be introduced. Although many public institutions currently have this system independently, actual operation results have been minimal, so a certain number of special promotions will be conducted annually by each institution.

The special promotion system mainly excludes seniority factors such as length of service and minimum promotion period as much as possible, and reflects work performance criteria such as proactive administration and adoption and implementation of policy proposals. To ensure fairness in promotion evaluations, external members will participate in at least one-third of the candidate selection, evaluation, and decision-making processes, and blind evaluations can also be introduced.

Limitations of the "Open Contract System," which has been in effect since 2016, were also supplemented. To address the lack of incentives for recruiting external talent and insufficient opening of key positions, civil servants can be paid up to 170% of the basic salary corresponding to the position to be selected, similar to the system for public officials.

Meanwhile, the Ministry of Economy and Finance plans to reflect the efforts of public institutions in implementing these systems in the public institution management evaluations starting next year.

This content was produced with the assistance of AI translation services.