법률비서 성과평가체계 개발을 위한 연구

The growing liberalization of the legal services market and the introduction of the law school system have intensified competition within the legal sector, while expectations for service quality have simultaneously increased. In this changing environment, the professional competence and capabilities of legal secretaries have emerged as critical factors for delivering high-quality legal services. Previous studies report that the competency level of legal secretaries is closely linked to a range of organizational outcomes, including client trust, accuracy and speed in case handling, and the efficiency and stability of organizational operations. However, a standardized performance evaluation system capable of systematically assessing and developing the professional competencies of legal secretaries is virtually absent in Korea. Therefore, the purpose of this study is to address the existing gap by establishing an objective performance evaluation system that systematically reflects the job characteristics and core competencies of legal secretaries. The research employed a three-stage design consisting of a literature review, expert interviews, and a survey. First, the literature review examined prior research related to legal secretaries to build a theoretical framework for deriving evaluation components. Next, expert interviews were conducted to gather field-based insights and needs regarding the duties, competencies, and performance evaluation practices of legal secretaries. Finally, a survey was administered to derive performance evaluation items that reflect the key tasks and competencies of legal secretaries. The study developed an integrated performance evaluation system combining quantitative indicators (KPI) and qualitative indicators (BARS) derived from the identified tasks and competencies of legal secretaries. By assigning 55% weight to quantitative indicators and 45% to qualitative indicators, the system balances objectivity with qualitative validity. Furthermore, the evaluation results are incorporated into a cyclical management structure that connects performance evaluation with training, compensation, and personnel decision-making. Although limitations exist—such as sample size, potential subjectivity in qualitative assessment, insufficient validation, and challenges in controlling external variables—the study holds significance in establishing a practical and academically sound integrated evaluation model that reflects the professional characteristics of legal secretaries.