Pocheon City Focuses Capabilities on 'Establishing a Personnel System That Everyone Agrees With'

Immediately after the inauguration of the 6th Pocheon Mayor, Pocheon City (Mayor Kim Jong-cheon) announced an operational plan for a “personnel innovation system based on work and performance with rewards and punishments,” emphasizing the principle of excluding favoritism in personnel affairs. As a detailed action plan, the city reaffirmed its commitment to operating a transparent and clean personnel system through the establishment of a personnel system that everyone agrees with.

In the meantime, through the operation of a personnel system based on rewards and punishments, the city has expanded the selection of specialized positions, and is doing its best to create a public service culture in which hardworking employees are given preferential treatment by conducting personnel surveys of all employees and introducing a re-evaluation of the duties of Grade 6 team leaders and a performance evaluation system.

The personnel survey of all employees examined individual preferred duties and areas of work where employees are competitive, and the survey results also yielded the achievement of discovering various and fresh ideas for personnel operation.

The survey results will be reflected in regular personnel appointments, and to ensure that hardworking employees are treated well, the personnel bonus points for high-workload departments have been expanded from the existing 10% of the fixed quota to all department members, and department selection will also be subdivided down to the team level.

In addition, the city has decided to assign 4 backpacking training teams to employees in high-workload departments to help relieve work-related stress and strengthen their capabilities, and to actively consider special promotions within 30% of the statutory multiplier upon promotion.

Furthermore, the city plans to move away from customary personnel practices and establish a personnel system that organization members agree with by applying multi-faceted evaluations by fellow employees and superiors when assigning Grade 6 team leader posts, implementing an advance open recruitment system for major positions, and providing advance notice of personnel appointments to prevent work gaps.

Meanwhile, Pocheon City is in the final stage of organizational restructuring and is preparing for regular personnel appointments in early August. Through the establishment of the temporary Future Growth Business Group, the separation of the Water and Sewage Division, the establishment of an External Cooperation Business Office, and the welfare hub-ization of eup, myeon, and dong, the city plans to flexibly respond to new administrative demands and reorganize into an organization that works well and efficiently.