Significance of the System

The Senior Civil Service Personnel Screening System, pursuant to Article 28-6 of the State Public Officials Act, ensures that the personnel management of senior civil servants, who are in the hierarchy of policy-making, is conducted in a rational and transparent manner as the Ministry of Personnel Management verifies in advance the fairness, objectivity and competence in the recruitment and promotion to the senior civil service based on the merit-based principle.

History

Management Status

• Composition of the Committee

  Chairperson (Minister of Personnel Management), a senior civil servant belonging to the Ministry of Personnel Management (Vice Minister), seven members from the private sector appointed by the Minister of Personnel Management

• Operation of the Committee
  • When: once every week; changed if necessary or meetings held from time to time
  • Quorum for Decision-making and Resolution: open with the attendance of a majority of members; decisions made with the consent of a majority of the members in attendance
• Subjects of Screening
  • Promotion and recruitment of a senior civil servant in general service
  • Recruitment of a senior civil servant in extraordinary civil service
  • Recruitment of a civil servant in foreign service belonging to the senior civil service and initial appointment of a civil servant in foreign service to a senior civil service position
• Screening Criteria
  • Legitimacy Requirements

    적법성 요건 표로 임용자격요건 충족여부,임용결격사유 해당여부,기타 적법성여부 항목별 심사기준

    Screening Items	Screening Criteria
    Whether the qualifications for appointment are met	Whether requirements for the performance of duties are met Confirmation of whether qualification requirements set by individual laws are met
    Whether there are grounds for disqualification	Whether or not the grounds for disqualification from appointment are applicable under Article 33 of the State Public Officials Act and Article 266 of the Public Official Election Act; whether there are grounds for restrictions on promotion, etc.
    Whether there exists legitimacy	Current status of allocated/current staffing, vacancies, etc.

  • Competence Requirements

    적격성 요건 표로 근무실적,직무수행능력,전문성,경력,기타 항목별 심사기준

    Screening Items	Screening Criteria
    Whether the qualifications for appointment are met	Work performance, evaluation results of the job-and-performance-based contract, rewards and penalties for the past three years Check on the contributions, such as policy success or failure, through the results of audit and inspection by the Board of Audit and Inspection, other policy evaluation results, etc.
    Whether there are grounds for disqualification	Completion of a SCS Candidate Development Program and the results of competency assessment Planning ability, business execution capability, leadership, etc.
    Expertise	Expertise in the area related to the position to be appointed Skills, practical experience, etc
    Work experience	Work experience in the area related to the position to be appointed Positions, periods of service by position, etc
    Others	Reformative nature, integrity, sincerity, etc.

  • Other Requirements

    기타 요건 표로 균형인사 항목에 대한 심사기준

    Screening Items	Screening Criteria
    Balanced personnel management	Consideration of characteristics by ministry/agency and position, equity by job series or appointment classification, etc.

  • Types of Screening Decisions

    심사결정유형의 원안의결,개선권고부의결,보류,부결,수정의결의 내용으로 구성

    Screening Items	Screening Criteria
    Resolution on the draft	Where the personnel proposal of which an agency requested screening is accepted and resolution is given as it is
    Resolution with recommendation for improvement	Where an agency’s personnel proposal is accepted while resolution is given with recommendation for improvement on unreasonable personnel management
    Withholding	Where a decision is withheld due to the need for improvement, such as research into related data, fact-checking, etc.
    Rejection	Where consent is not given to the personnel proposal as legal requirements are not met or all of the first three preferred candidates are disqualified
    Resolution with modification	Where resolution is given after altering the order of preference as the second and third preferred candidates are deemed more qualified than the first preferred candidate

  • Request for Review
    Where a person with appointment authority or a person authorized to recommend appointment has a special ground he/she cannot comply with the result of screening by the Senior Civil Service Appointment Screening Committee, he/she may request the Minister of Personnel Management to have the Senior Civil Service Appointment Screening Committee conduct a review, specifying the ground (Regulations on the Personnel Management of the Senior Executive Service: Paragraph 2, Article 15-3).

Screening Process

• Open Competitive Positions

  Personnel screening is requested after conducting competency assessment on recruitment candidates, including those from the private sector recommended by the Ministry of Personnel Management's Central Selection Exams Committee for Open Competitive Positions.

  

  The Ministry of Foreign Affairs conducts a high-level diplomatic competency assessment for new recruitment to senior civil service positions in the Ministry of Foreign Affairs and its affiliated agencies.

  Those from the private sector, if they wish, may complete a Candidate Development Program.

• Positions Recruited through Job Posting and Discretionary Positions

  Personnel screening is requested after undergoing promotion screening by the Screening Committee (Ordinary Promotion Screening Committee) for SCS candidates who have completed a Candidate Development Program and passed competency assessment.

  

• Initial Appointment of a Senior Civil Servant in Foreign Service

  Personnel screening is requested after undergoing deliberation of the Foreign Service Personnel Committee for SCS candidates in foreign service who have applied through job posting

  

Screening Method

Online Screening System via e-Saram