Pocheon Mayor Kim Jong-cheon Announces Operation of "Performance-Based Personnel Innovation System"

Pocheon City (Mayor Kim Jong-cheon) announced that it will implement a "work and performance-based merit system of personnel innovation" following Kim Jong-cheon's inauguration as the sixth Pocheon mayor.

Civil servants should receive fair evaluations based on work performance in administrative tasks and public service policies. However, there have been concerns that in some cases, subjective evaluations occur during various personnel-related assessments and deliberations due to excessive priority on seniority and personal relationships with superiors, resulting in a sense of lost motivation among employees and discord between staff. Accordingly, the city has established a work and performance-based merit system.

Key initiatives include expanding multi-perspective evaluations in various personnel-related assessments as an incentive for merit, establishing a new system to select exemplary civil servants (by the mayor) and providing personnel benefits to winners, preferential treatment for those with long-term service in difficult or demanding departments and service counters, reflecting individual preferences for desired work departments through personnel surveys, expanding professional positions and operating recommendations or open recruitment for key positions, and introducing performance evaluation for level 6 team leaders. These measures aim to eliminate nepotistic appointments and create a dedicated public service culture where employees work with enthusiasm and are loved and trusted by citizens through various personnel incentives based on individual capability and work performance.

Regarding punitive measures, targets include incompetent civil servants and those who have caused public controversy, those who received disciplinary action for major misconduct such as drunk driving, those with poor performance according to the level 6 team leader performance evaluation system, and those who have solicited personnel favors. The main focus is to respond strictly to civil servants who do not work and merely watch their superiors' faces while exhibiting complacency, imposing personnel disadvantages.

In particular, with the implementation of the merit system, introducing a performance evaluation system for level 6 team leader civil servants who should play a central role in the organization with abundant administrative experience and business expertise is expected to deactivate poorly performing team leaders from their positions. In assigning level 6 team leader positions, multi-perspective evaluations conducted by peer employees will be reflected, ensuring that capable and motivated personnel receive priority in position assignments, thereby contributing to organizational revitalization.

Furthermore, Pocheon City plans to establish the Future Growth Business Division as a temporary organization through organizational restructuring in the latter half of 2017 to successfully promote the K-Design Village project and create specialized tourism belts. The city will also address new administrative demands flexibly through department separations in demanding areas and the creation of welfare hubs in towns and districts, reorganizing into a functional and efficient organization to provide the highest-quality administrative services to citizens.