개방형 임용제도에 대한 공무원의 평가

The purpose of this study is to identify public employees’ evaluation of whether open employment system in the Civil Service achieves specialization, efficient policy-making, change and innovation, performance-based management, and overcoming closeness as planned. The evaluation model consists of three areas of effectiveness, policy, and individual. This study tries to evaluate performance of the open employment system based on the survey results of government employees. The target of the survey consists of two kinds of government employees. The first is government employees who are subject to openness in the civil service (open-type): ① open position appointees for Senior Civil Service, and ② contract-based employees. The second is government employees who are subject to closeness in the civil service (close-type), that is to say, who are supervisors, subordinates, and colleagues of the open-type government employees, passed through open competitive examinations and are applied the rank in person system. According to the survey results, the evaluations make difference between the open-type government employees and the close-type ones about the effectiveness of the open employment system. The study find that evaluations make difference between open-type and close-type government employees in areas of policy and individual as well. On the whole, the open-type government employees show relatively positive evaluations while the close-type ones show relatively negative evaluations. We should make theoretical debates of the reason why the civil service system in Korean government needs to have open employment system. The civil service system in Korean government has been based on rank in person system, influencing organizational culture. It is recommended that position classification system(rank in position) be expanded in order to enhance expertise in the civil service and customer orientation of public employees.