"Chungnam Governor's Job Performance 'Positive'... Personnel and Organizational Management 'Regrettable'"

While Kim Tae-heum, Governor of Chungnam Province, generally receives positive evaluations for his job performance, Chungnam provincial government officials expressed some disappointment in personnel and organizational management.

The Chungnam Provincial Government Employees' Union (hereinafter Chungnam Union) announced on the 5th that it conducted a survey targeting all employees on the occasion of Governor Kim Tae-heum's first anniversary in office, resulting in these evaluation outcomes.

An evaluation table of Governor Kim Tae-heum of Chungnam Province on job performance and personnel/organizational management based on a survey of Chungnam Provincial Government officials. Governor Kim generally received a "well done" rating for job performance and a "disappointing" rating for personnel and organizational management in the survey. Provided by the Chungnam Provincial Government Officials Labor Union

The survey was conducted from the 13th to the 23rd of last month through the internal administrative portal, focusing on topics such as provincial administration execution, policy promotion, personnel, and organizational public service culture.

A total of 1,109 public officials participated in the survey, including 676 from the main office and 433 from affiliated agencies and business offices, of whom 904 (81%) were grade 6 or below.

First, respondents generally showed a positive stance toward Governor Kim's job performance over the past year.

When comparing job performance ability with previous governors, 66% of all respondents (25% very well, 41% well) positively evaluated Governor Kim's job performance ability. Additionally, 28% responded neutrally.

Conversely, only 6% of respondents expressed a negative view of Governor Kim's job performance ability (4% poorly, 2% very poorly).

The main reasons for the positive evaluation of Governor Kim's job performance were overwhelmingly “strong decisiveness and drive (72%),” followed by “good communication and cooperation (11%)” and “excellent leadership (6%).”

Reasons for negative evaluations included “unilateral and autocratic (65%),” “direct and aggressive speech and behavior (31%),” and “populist administration (5%).”

Regarding personal favorability toward Governor Kim, 26% of respondents answered “very favorable,” and 35% said “favorable.” Responses of “unfavorable” accounted for 6%, “very unfavorable” 3%, and “neutral” 28%.

An overwhelming 89% of respondents anticipated that Governor Kim would perform well in his remaining term.

However, unlike the high scores in job performance ability, many respondents expressed disappointment with Governor Kim in personnel and organizational management.

In particular, only 41% of respondents answered that Governor Kim is “doing well” in personnel and organizational management, 45% said “neutral,” and 14% said “poor,” showing a contrast with the job performance evaluation.

Reasons for negative evaluations in personnel and organizational management included “appointments based on academic, regional, and close associates (36%),” “expansion of open positions (19%),” “revolving door appointments in key departments (11%),” “expansion of promotion by selection (11%),” and “lining up heads of offices and bureaus (10%).”

For policies most needed to foster a proper public service atmosphere, respondents suggested “fair personnel and organizational management (32%),” “improvement of working conditions and welfare (29%),” “work-family balance (17%),” and “horizontal organizational culture (14%).”

Additionally, respondents proposed “increasing welfare points (46%),” “expanding parking lots at government buildings (22%),” “establishing a housing stability fund for employees (7%),” “expanding recreational facilities (6%),” and “installing employee dormitories (5%).”

Choi Jeong-hee, Chairperson of the Chungnam Union, stated, “When synthesizing the survey results, for Governor Kim to successfully carry out provincial administration, efforts must be made to improve public officials’ working conditions, welfare, and treatment through labor-management communication.”

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