• KDI Journal of Economic Policy
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• v.30 no.2
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• pp.61-97
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• 2008

This paper aims at analyzing the practice of job rotation in the Korean government and putting forward policy suggestions. The Korean government is often accused of low capacity and weak competitiveness, which mainly result from the low expertise of public officials. Considering the high quality of human resources flowing into the public sector in Korea, solutions should be found from the structure of the system. This paper regards frequent position changes due to excessive job rotation as a key factor undermining the accumulation of expertise and conducts in-depth analyses. The current practice of frequent rotation shows that the average tenure period of government officials at director level and above is only about one year, far shorter than those in major developed countries, which causes many problems such as low efficiency, lack of accountability and policy consistency, and low opportunity for accumulating expertise. Simple models are set up to analyze job rotation and other alternative personnel management systems. Analyses find that it would be desirable to have each individual experience various positions during the initial rotation period to find his/her own aptitude, and then accumulate expertise by settling in at a certain specialized field for a prolonged period of time based on the revealed aptitude in mid and high positions. This turns out to be in line with the structure of the Career Development Program which is being introduced. The model-based analysis of this paper distinguishes this study from preceding ones conducted in the traditional framework of personnel management study. Practical measures to mitigate the problems of frequent job rotation include rotating within the area of specialty, narrowing the scope of transfer, and reinforcing the minimum tenure period. However, since the current frequent rotation is fundamentally attributable to the rank system based on seniority, the present civil service classification system needs to be converted into a position classification system in the long run.

• Proceedings of the Korean Society of Disaster Information Conference
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• 2017.11a
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• pp.295-296
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• 2017

본 논문에서는 재난안전관련 근무자의 업무연속성 향상을 저해하는 부분들을 파악하고 해결의 방향성을 제시하고자 한다. 공공단체의 재난안전분야 인사제도의 특성을 살펴본 결과, 현행 순환보직 제도와 새롭고 다양한 유형의 재난위험에 대응할 전문화된 근무자의 부족이 재난안전업무에 미치는 영향을 확인하였다. 현재 문제점으로 지적되는 것은 기간이 짧은 순환 근무형태와 임기만료가 임박하여 전보 사실을 공지하는 문제, 그리고 비전문성 등이 나타났다. 이러한 문제를 해결하기 위해 부서 당 평균 재직 기간을 최소 5년 이상으로 연장하고, 정책의 지속성 및 업무 연속성을 위하여 2인 1업무제 도입을 고려할 필요가 있다. 그리고 충분한 시간을 두고 전보를 준비할 수 있도록 해야 할 것으로 보인다. 비전문성에 대한 해결 방향으로는 최근 재난의 예방과 대비를 중시하는 추세를 반영하여 공공기관과 민간부문 등 다양한 전문가들의 참여를 통한 해결방식이 필요하다. 미국, 독일, 일본 등에서 민간부문과의 협력적 재난안전관리가 성공적으로 이루어지고 있듯이 국내에서도 의사결정체계를 민간부문과의 협력적 거버넌스체계로 전환해야한다.

• Journal of the Korea Society of Computer and Information
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• v.18 no.1
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• pp.157-166
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• 2013

This study searches a transparency of financial management of Local government and then, tries to find a solutions to a management scheme to strengthen financial reform effectively. To summarize main contents: First, requirement of continued Public Accounting System. Second, contact of items of an account and items of a program budget, Third, requirement of construction cost accounting to estimate total cost inputting to public program objectively. Forth, improvement of rotation assign system and guaranteeing to professionalism and public official ethics. Fifth, requirement of strengthening inter-control and monitoring system. Sixth, auditing and role of accounting specialist group. Finally, construction of effective and practical computer system and continuing practice of R&D program.

• The Science & Technology
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• v.32 no.7 s.362
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• pp.14-15
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• 1999

우리나라에서는 어느 부서에서 일이 잘못 처리되었을때 특정인에게 책임을 지우지 않고 공동으로 도의적인 책임을 지우는 사례가 많다. 또 왜 잘못되었는지 철저한 분석도 없고 사후 방지책도 마련하지 않는다. 특히 순환보직제 아래선 담당 공무원이 자주 바뀌어 누구에게도 책임을 물을 수 없게 된다. 연구책임자들도 담당 공무원이 자주 바뀌어 3년기간의 연구과제라면 3~4명 이상의 담당관이 관리를 하게 된다. 우리나라도 하루 빨리 전문관리제도를 도입하여 이런 폐단을 없애야 하겠다.

• Proceedings of the Korean Institute of Industrial Safety Conference
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• 1997.05a
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• pp.133-138
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• 1997

인간공학 및 생체공학을 근거한 종합적인 연구 모델 제시로, 산업체에 산재해있는 작업 중에 VDT Workstation과 관련된 근로자의 상지에 대한 직업성 누적적 질환의 연구로, 상지의 외상성 누적적 질환을 일으킬 수 있는 ergonomic stressor의 감지, 진단, 및 공학적 control를 이용 직업성 누적적 질환 예방을 궁극적 목적으로 하여, 근무 교대 및 일시적 보직 변경 등 근무 순환의 적절한 인사관리 및 누적적 피로를 극소화 할 수 있는 근무/휴식의 적절한 시간 안배를 제시하며, VDT 주변 환경과 근로자 사이의 적절한 운용에 대한 교육 program을 개발, 또한 휴식 시 stretch exercise (근육의 피로 이완을 목적) 방법 등을 제시하며, 누적적 질환의 조기 증상을 감지하여 업무의 적절한 순환을 통하여 직업성 질환으로서의 발전을 방지하고자 하는 것을 취지로 기초연구를 수행하고자 하였다. (중략)

• Proceedings of the Korean Society of Disaster Information Conference
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• 2023.11a
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• pp.121-122
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• 2023

건설공사를 발주하는 공공기관은 대표이사 직속의 안전전담부서를 구성하고 있으나 순환보직 형태로 인력을 배치하여 안전보건에 관한 전문 지식이 부족하며, 여러 부서에서 안전관리 기준을 제정하거나 활동을하여 안전관리 체계에 혼선을 주고 있다. 또한 관리감독자들은 회사의 안전관리 기준을 제대로 인식하지 못하여 안전관리 활동이 원활하게 이루어지지 않고 있다. 건설공사를 발주하는 공공기관의 안전관리 활동수준을 향상하기 위해서는 안전관리 조직, 안전관리 체계, 위험성평가에 대한 개선의 노력이 필요하다.

• Fire Science and Engineering
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• v.19 no.4 s.60
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• pp.80-86
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• 2005

Fire fighting officials perform their works in the field and in most cases, undergo circular appointments for their service period. If they don't gain experience in field works, they have difficulty in performing faithful planning or administrative works. So they surely have to gain experiences in field works. Like this, fire fighting officials' works comprise a lot of fields, comparing with other job workers. So they need a strict body condition. The aim of this inquiry is to scrutinize body standards and important roles concretely which are necessary to fire fighting officials, to analyze written examination, physical test, physical strength test, and interview examination, and to establish the proposal which is necessary to improvement.

• Journal of Digital Convergence
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• v.12 no.3
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• pp.37-53
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• 2014

Audits by local governments help to improve local governments's internal control, diagnose their policies, increase their administrative performance and prevent any Policy errors. But the specialty level of the self-authority audit & inspection is low level. It comes from frequent job rotations which results in disposition of unskilled employees instead of ones having majoring knowledge and practical experience. In order to overcome the aforementioned problems and strengthen the function of the self-audit in local governments, we suggested a new system as a solution by considering various audit environments. This study is to find the problems of local Audit and suggest the new system of self audit evaluation system. Electronic self-authority and inspection system is strengthen the self-authority audit & inspection and ultimately will be making strength the effectiveness of local government performance.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.25 no.2
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• pp.331-342
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• 2015

In this paper, Seoul(25 regions), Jeonbuk(14 regions), Busan(16 regions) of 277 agencies for the based local governments were selected and reviewed an ordinance status and related laws. Based on information systems of self-regulation, the ordinance within the self-regulation for each region is being operated in the annexed form analyzed by the survey. A total of four categories(resident registration numbers, cell phone number, home number, income) by reference to the part that refused to disclose personal information, the survey analysis. Through this, The government manager who is frequently job rotation and consulting staff can understand and review the regulations by proposing the improving solution of the municipal rules. In addition, I suggested control item addition so that they can facilitate the municipal format revised review and verify the annexed form using Personal Information Management System.

• Journal of the Korea Society of Computer and Information
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• v.26 no.2
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• pp.99-108
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• 2021

This is a study on the type of perception about the transition of female firefighters to emergency car drivers. The purpose of this study is to identify the perception of the female firefighters on the circulation of emergency car drivers and to identify the characteristics of each type of firefighting officers and to provide basic data for the development and utilization of the emergency car drivers' work of female firefighters. The Q-sample of 27 statements was conducted on 31 subjects including 26 women and 5 men, and the data were analyzed using the QUANL program. As a result, the three types classified explained 60.8 % of the total variance, and the explanation power of each type was 50 % for type I, 5.6 % for type II, and 5.2% for type III. Type I was named 'feminist type', type II was named 'future-oriented type', and type III was named 'educational preparation type'. According to the perception of emergency cars by female firefighters, it was investigated that discrimination caused by gender should be eliminated and female firefighters can drive an emergency car if preparation and systematic education are made. Therefore, fire officials need to develop their personal abilities through gender equality and systematic education programs.