Evaluation of performance agreements, etc.

• Subjects: members of the Senior Civil Service, all civil servants of Grade 4 or above, and civil servants of Grade 5 or below who are considered eligible to be evaluated based on the evaluation of performance agreements, etc.
• Timing: all subjects enter into performance agreements at the beginning of a year and their performance outcomes as of the end of the year are evaluated at the beginning of the following year (once a year)
• Items for evaluation: accomplishment of performance goals, etc. in relation to the subject’s duties during the evaluation period
• Evaluation process

  

• Evaluation grades: evaluation results are divided into 3 or more grades, and ministries and agencies can adjust the ratios of each grade

  * For members of the Senior Civil Service, evaluation results are divided into 5 grades, with the highest grade for the top 20%, and more than 10% given either the lowest or the second lowest grades

• Use of evaluation results: evaluation results affect civil servants’ grading for performance-based compensation and are recorded on the performance management card system to be used for various personnel management purposes. The results are also used for qualification screening of members of the Senior Civil Service

  * Subjects of qualification screening: senior civil servants who received the lowest grade in work performance ratings for more than two years, who have not been appointed to any position for more than one year without justifiable reasons, or who received the lowest grade for more than one year and have not been appointed to any position for more than six months without justifiable reasons (Article 70-2 of the State Public Officials Act)

Evaluation of work performance

• Subjects: civil servants of Grade 5 or below in general service (including those in research service and advisory service)
• Timing: end of June and end of December (twice a year, although the end-of-June evaluation can be waived)
• Items for evaluation: work performance and job competencies, with work attitude and divisional performance as additional evaluation items
• Evaluation process

  

• Evaluation grades: evaluation results are divided into three or more grades, and ministries and agencies can adjust the ratios of each grade

  * The highest grade goes to the top 20% and the lowest grade to the bottom 10% of all subjects evaluated. However, ministries and agencies can adjust these ratios and the number of grades

• Use of evaluation results: evaluation results are used to prepare a list of candidates for promotion, pay performance-based compensation, and for other personnel management purposes