Outstanding Civil Servants in Personnel Exchanges to Receive Special Promotions and Generous Bonuses... Disadvantages to Be Reduced

Local Civil Servant Appointment Decree Approved at Cabinet Meeting on June 23
Promotion Period Reduction... Special Promotions for Outstanding Achievements
Measures to Prevent Disadvantages in Evaluations and Performance Bonuses

From now on, civil servants participating in personnel exchanges that break down barriers between central ministries, local governments, and private companies will receive exceptional rewards in promotions and personnel evaluations. The Ministry of the Interior and Safety announced that the revised Local Civil Servant Appointment Decree, which includes these measures, was approved at the Cabinet meeting on June 23 and will be implemented starting June 30.

Yoon Hojung, Minister of the Interior and Safety. Photo by Jo Yongjun

This amendment is part of the achievements of the Public Service Capacity Enhancement Task Force, which was announced at the Blue House in April. Incentives will be provided to those holding newly created 'core personnel exchange' positions established to address local issues such as national projects, as well as to 'dedicated civil servants for private companies' who help attract regional investment and more. Through these measures, the government aims to enhance the competitiveness of the public sector and inject vitality into local economies.

First, for exchange civil servants, the minimum service period required for promotion will be shortened. Those serving in core personnel exchange positions or as dedicated civil servants for private companies will have up to half of their exchange period, within a maximum of one year, deducted from the required service time for promotion. Additionally, those who serve for more than one year in such positions through personnel exchanges and achieve outstanding results will be given special promotion opportunities.

Preemptive measures will be taken to ensure that exchange civil servants do not suffer disadvantages in evaluations or performance bonuses. Their performance reviews will be conducted separately from those of regular civil servants, guaranteeing at least a 'Good' rating in work performance evaluations and at least an 'A' rating for performance bonuses. The amendment also establishes a basis for awarding special performance bonuses to those who achieve the highest ratings.

In addition, the open competitive and career-based recruitment systems for local civil servants will also be updated to reflect current trends. Starting next year, the Korean History subject in the Grade 8 open competitive exam will be replaced, as in the Grade 9 exam, with the Korean History Proficiency Test (level 3 or higher). For certain career-based recruitments where recent experience is important, the required work experience can now be reduced by up to one year.

For the Grade 9 open competitive recruitment, the eligible pool for low-income applicants will be expanded to include youths preparing for self-reliance and youths with an extended protection period. The requirement for basic livelihood security recipients or single-parent family support beneficiaries to maintain their qualifications for at least two years will be relaxed to one year to provide more practical support.

This content was produced with the assistance of AI translation services.