공공기관 인사평가체계의 비교: 업적평가와 역량평가

As the personnel performance assessment system, which is based on the evaluation of achievement record, in non-departmental public bodies(NDPBs) was criticized to be problematic in terms of objectivity and transparency, a multisource or 360-degree evaluation system was widely adopted across NDPBs after the mid 2000s. However, it was also regarded to be little objective in terms of assessing performance, and thus a number of NDPBs have assessed personnel performance with the evaluation of both achievement and competence since 2010. In this context, this article explores personnel performance assessment systems of eight NDPBs―including two public corporations and four quasi-governmental agencies, and compares them in terms of assessment elements, assessment methods, the use of assessment results. In most of the NDPBs, personnel performance assessment is conducted with the assessment of achievement, which comprises of departmental achievement and personnel achievement, and the assessment of competence, which is classified into common competence, leadership competence, and job-related competence. Based on the results, this paper gives some policy suggestions in three aspects to improve the personnel performance assessment system of NDPBs towards more performance-oriented personnel management.