Suwon City Confirms First List of 'Communication 2012' Program Participants

Suwon City has confirmed the first list of participants in the 'Communication 2012' project, a program that screens employees who cause damage to the organization and create work leaks, provides them with education over a certain period, and then decides whether to return them to their duties.

According to the city on the 22nd, the city recently held a selection committee for 2012 communication education participants and deliberated on approximately 40 'communication program participants' selected based on multi-faceted evaluations by department conducted in early 2012. After extensive discussion, the education participants were selected.

The city notified individual participants by registered mail on that day and plans to conduct a six-week education program starting from the second week of May.

The education conducted by an external organization will consist of week 1 residential training, week 2 non-residential training, and weeks 3-6 social experience activities. Of the entire training schedule, 3 weeks will consist of spiritual and character education, and 3 weeks will include 3D industry experience where participants can reflect on themselves.

Meanwhile, it has been reported that 2-3 employees who were previously selected as 'reform targets' last year are once again included among the confirmed participants.

Additionally, unlike last year when the focus was on lower-ranking positions, it is known that 30-40% of approximately 40 total participants are filled with grade 5-6 executive civil servants.

By type, the list includes supervisors who habitually use abusive language and profanity toward subordinates, employees who cannot perform their duties due to inability to handle computer programs, employees who cause discord in the organization for no reason, and employees whose negligence in duty undermines organizational culture.

It has also been reported that some employees requiring urgent psychiatric treatment for conditions such as depression, rather than work or training, are partially included.

The city plans to receive individual statements of position from the relevant participants, confirm the final list, and then notify detailed training schedules.

It is known that after training, employees assessed as not having improved by the commissioned organization will undergo de facto dismissal procedures, including removal from position.