ⅠⅠ
ⅡⅡ
ⅢⅢ
Seoul metropolitan Gov-ernment
Vice MayorⅠfor Administrative
Affairs
Vice Mayor Ⅱfor Administrative
Affairs
Vice Mayor for Po-litical Affairs
The Central Government
Seoul Metropolitan Government : 17 affiliated offices,
41 corporations, (hospital, waterworks, city university, etc.)
25 autonomous districts
Seoul Metropolitan Government : all services directly related to citizen living
except national defense and public order
(transportations, housing, welfare, environment , etc.)Autonomous
DistrictAutonomous
DistrictAutonomous
DistrictAutonomous
District
Affiliated offices and
corporations(16,459people)
Affiliated offices and
corporations(16,459people)
Political Affairs Post: 4
Regular Post: 6,003
- Administrative Post: 2,798
- Technological Post : 2,898
- Research Tutoring Post: 307
Contract Post: 721
Skills Post: 3,215
Special Post: 126
Fire Post: 5,949
Education Post: 441
Political Affairs Post: 4
Regular Post: 6,003
- Administrative Post: 2,798
- Technological Post : 2,898
- Research Tutoring Post: 307
Contract Post: 721
Skills Post: 3,215
Special Post: 126
Fire Post: 5,949
Education Post: 441
Autonomousdistricts
(29,733people)
Autonomousdistricts
(29,733people)
Political Affairs Post: 25
Regular Post: 22,708
- Administrative Post: 17,600
- Technological Post: 5,108
- Research Tutoring Post: 0
Contract Post: 657
Skills Post: 6,022
Special Post: 321
Fire Post: 0
Education Post: 0
Political Affairs Post: 25
Regular Post: 22,708
- Administrative Post: 17,600
- Technological Post: 5,108
- Research Tutoring Post: 0
Contract Post: 657
Skills Post: 6,022
Special Post: 321
Fire Post: 0
Education Post: 0
Seoul Metropolitan Government
(46,192people)
Seoul Metropolitan Government
(46,192people)
Political Affairs Post : 29 (0.1%)
Regular Post : 28,711 (62.2%)
- Administrative Post: 20,398 (44.2%)
- Technological Post: 8,006 (17.3%) (public works, constructions, health, etc.)
- Research Tutoring Post: 307 (0.7%)
Contract Post: 1,378 (3.0%)
Skills Post: 9,237 (20.0%)
Special Post: 447 (1.0%)
Fire Post: 5,949 (12.9%)
Education Post: 441 (1.0%)
Political Affairs Post : 29 (0.1%)
Regular Post : 28,711 (62.2%)
- Administrative Post: 20,398 (44.2%)
- Technological Post: 8,006 (17.3%) (public works, constructions, health, etc.)
- Research Tutoring Post: 307 (0.7%)
Contract Post: 1,378 (3.0%)
Skills Post: 9,237 (20.0%)
Special Post: 447 (1.0%)
Fire Post: 5,949 (12.9%)
Education Post: 441 (1.0%)
Division Total Woman Female Administrator
Total 39,802 14,288(35.9%) 414 (14.2%)
SMG 10,069 2,721(27.0%) 172 (13.6%)
AutonomousDistricts 29,733 11,567(38.9%) 242 (14.6%)
Female public servants
Disabled public servants
Division Total Mild disability Serious disability
Total 1,438 1,174 264
SMG 277 240 37
AutonomousDistricts 1,161 934 227
( Except Fire Post and Education Post)※
Rate
4.2%
3.2%
4.5%
The legal obligation rate for employing the Disabled is in excess of 3.0%
Population(thousand)
Public servants(thousand)
The number of public servants
per 1,000 population
(※ Source : OECD)
Korea
48,297
1,342
27.8
Japan
127,451
4,449
34.9
U.S.A
311,666
22,500
72.2
German
82,343
4,060
49.3
France
61,373
6,033
98.3
Seoul
10,528
46
4.4
Comparison of the number of public servants by country
Team Leader
Director
Director-General
Chief Officer/ Assistant Mayor/ Director-General
Vice Mayor
Mayor
Grade1~3 (24)
Political Affairs Post (1)
Political Affairs Post (3)
Grade2~3 (17)
Grade4 (128)
Grade5 (630)
Grade6~9 (3,221)
DirectorDirector
Team Leader
Team Leader
Team Leader
Manager Manager Manager Manager Manager
Total 41 people (Grade4; 1person, Grade5; 4people, Grade6; 15people, Grade7; 12people, Grade8; 9people)
Create equal wel-fare oppor-
tunity
Build a strong
economy for all
Experience creative cultures together
Create a safe, sus-
tainable city
Provide cit-izen-cen-
tered admin-istration
TrustCitizen-oriented
Vision
Goals
Imple-men-tation
strategies
Let’s work together to create and enjoy a better Seoul
“Set a practical plan for the 6 principles to create a happy working environment for the public servants”
Individual compensation Competition
Teamwork & harmony
Morale
In intense competition, Give performance-oriented evaluations
For a people-oriented community, create harmony within competition and morale
Performance-oriented
evaluation
People-ori-ented
culture
6 Personnel Affairs
Principles
Sensible, principledand predictable
Sensible, principledand predictable
Strength and harmony within teams & employeeStrength and harmony
within teams & employee
Harmony within fair opportunity and
strict evaluation
Harmony within fair opportunity and
strict evaluation
Field-oriented, dynamic and
friendly
Field-oriented, dynamic and
friendly
Warm hearted andcareful concern
Warm hearted andcareful concern
Creating future values of ‘Hopeful Seoul’
Creating future values of ‘Hopeful Seoul’
Announcement of 6 Personnel Affairs
Principles
Joint forum of management and union
Meeting of Mayor and a union head
Round-table conference of Mayor
and employee
Employee satisfaction research
: 1,500 people
「Mr. Park’s counseling 」 : 180cases
2. Improvement of promotion system Improvement of promotion system
[Answer]
Employees will provide
themselves with sensible,
principled and transparent
promotion evaluation stan-
dards
Below Grade 5 provides themselves with promotion evaluation standards.「 Promotion Evaluation Standards Commit-tee 」 composition · Managing
Below Grade 5 provides themselves with promotion evaluation standards.「 Promotion Evaluation Standards Commit-tee 」 composition · Managing
Abolition of special promotion for staff with a high amount of performance points
☞ Performance point : giving a point to competitive staff to affect to personnel incentives ▶ Promotion by selection rate: within 30%(before 2010) within 10%(2011) 0%(2012)
Abolition of special promotion for staff with a high amount of performance points
☞ Performance point : giving a point to competitive staff to affect to personnel incentives ▶ Promotion by selection rate: within 30%(before 2010) within 10%(2011) 0%(2012)
Expansion of promotion opportunities for field-service officers or minority group staff Expansion of promotion opportunities
for field-service officers or minority group staff
Large expansion of competition over Grade 5 female administrators ▶ 15.3%(2011) 16.0% (2012) 17.4% (2014) 21.6% (2015)
Large expansion of competition over Grade 5 female administrators ▶ 15.3%(2011) 16.0% (2012) 17.4% (2014) 21.6% (2015)
2. Improvement of transferImprovement of transfer
The below Grade 6 take part in the composition and management of the「 Transfer Standard selection committee 」
The below Grade 6 take part in the composition and management of the「 Transfer Standard selection committee 」
Making 1:1 Personal Counseling system to do a Hopeful Transfer Policy ▶ Practicable rate of preference: 91% (Administration 97%, Technology 88%, Technique 87%)
Making 1:1 Personal Counseling system to do a Hopeful Transfer Policy ▶ Practicable rate of preference: 91% (Administration 97%, Technology 88%, Technique 87%)
[Answer]
Abolition of the Draft - a gen-
eral manager select staff.
We will carry out the Hopeful
Transfer to ensure a fair op-
portunity.
Strengthen employee’s specialty by CDP (Grade 5·6, 747people) Strengthen employee’s specialty by CDP
(Grade 5·6, 747people)
▶ What is the CDP(Career Development Program) ? - Human resource administration program where staff members can create a long-term career goal to develop their capabilities - Movement assignment in the same field, Transfer limitation within 2 years, giving mileage while on duty
▶ What is the CDP(Career Development Program) ? - Human resource administration program where staff members can create a long-term career goal to develop their capabilities - Movement assignment in the same field, Transfer limitation within 2 years, giving mileage while on duty
Open User-oriented Personnel Affairs Open User-oriented Personnel Affairs
[Answer]
We will open up closed-per-
sonnel affairs to citizens
and staff members!
Open customized personnel affairs statistics suited to users to allow personnel affairs to be fair and transparent. ex) retiree, training workers, dispatched workers
Open customized personnel affairs statistics suited to users to allow personnel affairs to be fair and transparent. ex) retiree, training workers, dispatched workers
After regular personnel affairs of the first and second half open a white paper of personnel affairs to discuss personnel management results. ▶promotion in the first half(Grade9 ~ Grade1): approx. 400people▶transfer in the first half(Grade9 ~ Grade1): approx. 1,500people
After regular personnel affairs of the first and second half open a white paper of personnel affairs to discuss personnel management results. ▶promotion in the first half(Grade9 ~ Grade1): approx. 400people▶transfer in the first half(Grade9 ~ Grade1): approx. 1,500people
Open 5 Personnel Affairs Indexes of recruitment, employment, promotion, transfer, general personnel affairs statistics, etc. (Feb.
2012~)
Open 5 Personnel Affairs Indexes of recruitment, employment, promotion, transfer, general personnel affairs statistics, etc. (Feb.
2012~)
2. Upgrade Performance Point ProgramUpgrade Performance Point Program
[Answer]
We will upgrade the Perfor-
mance Point Program
to give equal opportunity in
order to make a disciplined
and fair evaluation.
Drastically cut the number of performance selections to downsize the promotion rate and make efforts to reconsider evaluation results. ▶ In 3 years, half the yearly average of 693 cases (S 32, A
51)
393 cases(S 12, A 30) in the 2nd-half of 2011
Drastically cut the number of performance selections to downsize the promotion rate and make efforts to reconsider evaluation results. ▶ In 3 years, half the yearly average of 693 cases (S 32, A
51)
393 cases(S 12, A 30) in the 2nd-half of 2011Broaden the opportunity of achieving Grade S·A
over affiliated offices and autonomous districts. ▶ An office obtains ‘Grade S’ for the first time ▶ Autonomous districts achieving ‘Grade S’ are
increased by a division’s separate evaluation (In 2011, the 1st half: 1case the 2nd half: 2cases)
Broaden the opportunity of achieving Grade S·A over affiliated offices and autonomous districts.
▶ An office obtains ‘Grade S’ for the first time ▶ Autonomous districts achieving ‘Grade S’ are
increased by a division’s separate evaluation (In 2011, the 1st half: 1case the 2nd half: 2cases)
Promotion limitation in case of irregularity, free-riding points or giving whole points
▶Detailed investigation testing is needed to obtain Grade S·A
Promotion limitation in case of irregularity, free-riding points or giving whole points
▶Detailed investigation testing is needed to obtain Grade S·A
2. Positive chemistry with employeesPositive chemistry with employees
[Answer]
I will be open to hearing an
employee’s comments,
whether small or big,
anytime anywhere,
and as often as needed.
Mr. Mayor reads and answers ‘Mr. Park’s counseling’ (300cases)▶ Mainly counsels on personal matters related to promotion and transfer
Mr. Mayor reads and answers ‘Mr. Park’s counseling’ (300cases)▶ Mainly counsels on personal matters related to promotion and transfer
Expand ‘Visiting personnel affairs Counseling’ for field staff · two shifts · minority staff (380 cases)▶ Every month visit 2 or 3 offices to hear
personal concerns and difficulties in the work place.
▶ Long-distance commuter transfer and
supplement the personnel needs
Expand ‘Visiting personnel affairs Counseling’ for field staff · two shifts · minority staff (380 cases)▶ Every month visit 2 or 3 offices to hear
personal concerns and difficulties in the work place.
▶ Long-distance commuter transfer and
supplement the personnel needs
2. Promoting a Flexible-working systemPromoting a Flexible-working system
[Answer]
You could make a choice
for a work place and work-
ing time related to individ-
ual and job character, get-
ting out of uniform working
system.
Enhances ‘Flexible working system’ for maternity employee (187people)▶ Time difference system : Work 8 hours per day, adjust commuting time
▶ Part-time system : Work 15~35 hours per week, shortened work times
▶Choosing working-time system : Work 40 hours per week, 4~12 hours in a day
▶ Intensive-work system : Work 40 hours per week, 3.5~4 days in a week
Enhances ‘Flexible working system’ for maternity employee (187people)▶ Time difference system : Work 8 hours per day, adjust commuting time
▶ Part-time system : Work 15~35 hours per week, shortened work times
▶Choosing working-time system : Work 40 hours per week, 4~12 hours in a day
▶ Intensive-work system : Work 40 hours per week, 3.5~4 days in a week
Telecommuting system for the disabled and long distance commuters Telecommuting system for the disabled
and long distance commuters
2. Expansion · development of educational trainingExpansion · development of educational training
[Answer]
I will help employees become
global talented people
through domestic and foreign
educational training
though we may sell the office.
‘Personalized education for shared values ’ share Seoul city vision and employee’s dream ‘Personalized education for shared values ’
share Seoul city vision and employee’s dream
Diversification of domestic training - Enhancement of experience governor's outstanding cases - Expansion of degree courses and language courses
Diversification of domestic training - Enhancement of experience governor's outstanding cases - Expansion of degree courses and language courses
Long-term training abroad focuses on the environment and welfare while short-term training abroad is focused on advanced techniques ▶ training : 387 people (2011) 817 people (2012) 833 people (2013)
Long-term training abroad focuses on the environment and welfare while short-term training abroad is focused on advanced techniques ▶ training : 387 people (2011) 817 people (2012) 833 people (2013)
2. Retirement Training Program for 100 aged era Retirement Training Program for 100 aged era
Retirement 5yrs in advance - Specialized retirement consulting
Retirement 3~4yrs in advance - Specialized Educational
institutions
1 year in advance – Achievement training
- Happy consulting academy
• “ preparation for the Second life planning course” : 1:1 career consulting with experts
• “Preparing for retirement advanced course”: New understanding of retirement and contribution process
• “Supporting Social adaptation course”: Successful backup - starting a business and re-entry
2. More Public Offices Open-doors to Social Minorities More Public Offices Open-doors to Social Minorities
Low Income GroupsLow Income Groups
Rules1.0%
Grade 9General Post
New Recruits rate
In 201210%
High school graduates
High school graduates
20110%
In 201230%
The disabledThe disabled
Rules3.0%
Total New Recruits rate
In 201210%
Grade 9 Technical PostNew Recruits rate