Yongin City Achieves Record-High Overall Employee Personnel Management Satisfaction

[Suwon Ilbo=Park No-hoon Reporter] Yongin City is receiving positive feedback from employees regarding personnel transfers and promotions implemented since the launch of the seventh mayoral term.

The city announced on the 6th that in the '2020 Personnel Management Satisfaction Survey' conducted on all employees from the 3rd to 10th of last month, it recorded an all-time high overall satisfaction score of 60.7 points since the first personnel satisfaction survey in 2017.

The overall personnel satisfaction score started at 42.3 points in 2017, rose to 47.1 points in 2018, increased to 50.4 points in 2019 when seventh-term personnel policies were fully implemented, and surged significantly to 60.7 points this year.

This reflects positive evaluation from employees of personnel policies centered on the seventh-term personnel keywords: opportunity, fairness, ability-centered, and consideration for experience.

Until now, Yongin City had been plagued by negative perceptions internally and externally of unfair personnel practices unbecoming of a megacity of one million, including school and regional-based appointments, revolving-door personnel rotation, and neglect of minorities in certain job categories.

However, since the launch of the seventh mayoral term, female public officials who had been underutilized relative to their abilities accounted for 24 out of 80 administrative officials promoted over the past two and a half years, marking an all-time high ratio.

Additionally, the city appointed female civil servants to key positions such as Personnel Division Chief and Budget Division Chief, which were previously perceived as male positions, deploying staff on merit regardless of gender, and significantly increased promotion ratios for Grade 5 and 6 positions in minority job categories such as taxation, welfare, and urban planning.

In particular, the city is receiving evaluation for breaking the revolving-door personnel rotation framework that had been problematic by intensively assigning employees from business divisions and demanding task divisions to departments preferred by staff members.

Moreover, employees positively evaluated the 'Employee Recommendation System' implemented for the first time in the seventh term targeting district office and township staff, the 'Five-Day Advance Notice of Personnel Appointments' to secure work transition periods, disclosure of regular personnel appointment directions and personnel statistics, and other efforts to 'secure transparency in personnel matters.'

Going forward, the city plans to revitalize a work-oriented organizational culture and maximize administrative outcomes through fair and balanced personnel management, including providing opportunities centered on work and ability, optimal placement of human resources for successful implementation of key projects, and consideration for employees in demanding divisions.

Mayor Baek Kun-gi said, "I will establish a system that gives employees the belief that if they work hard, they will be promoted, advance in rank, and receive proper recognition," and "Since this is a large organization with over 3,000 employees, there will no longer be outdated personnel appointments based on regional ties or school connections."