Pocheon Mayor Kim Jong-cheon Unveils 'Performance-Driven Personnel Innovation System'

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

Civil servants should receive fair evaluation based on work performance, such as project execution and policy implementation for public services. However, some cases have shown subjective evaluation in various personnel-related assessments due to excessive emphasis on seniority and personal relationships with superiors, leading to loss of work motivation and discord among staff. To address this, the city has established a performance-driven merit and demerit personnel system.

Key measures include incentives for merit, such as expanding multi-rater evaluation in personnel assessments, establishing a new exemplary civil servant selection program (by mayor), preferential treatment for employees with long service in difficult or citizen-facing departments, reflecting individual work preference departments through personnel surveys, expanding specialist positions and operating major post employee recommendation (open recruitment) systems, and introducing performance evaluation for grade 6 team leaders. These measures will eliminate favoritism and create a workplace culture where civil servants work with enthusiasm and are loved and trusted by citizens through various personnel benefits based on individual ability and work performance.

Regarding demerit cases, the system targets civil servants lacking work competence and those causing social issues, those disciplined for major violations such as drunk driving, grade 6 team leaders with poor performance according to performance evaluation, and those who request personnel favors. The system aims to strictly address civil servants who do not work and merely observe their superiors' reactions by providing personnel disadvantages.

In particular, with the implementation of the merit and demerit personnel system, the introduction of a performance evaluation system for grade 6 team leaders—who should play a pivotal role with abundant administrative experience and work expertise—will remove underperformers from their positions. When assigning grade 6 team leader positions, multi-rater evaluation conducted by peer staff will be applied, prioritizing capable and motivated personnel for appointments, thereby contributing to organizational revitalization.

Additionally, Pocheon City plans to establish a Future Growth Task Force as a temporary organization through organizational restructuring in the second half of 2017 to successfully advance the K-Design Village project and create a specialized tourism belt. The city will also flexibly address new administrative demands through division of overworked departments and welfarization of administrative subunits, and reorganize into an efficient organization that serves the public with excellent administrative services.