Gyeonggi Provincial Civil Rights Committee Recommends Gyeonggi Job Foundation Improve Performance Evaluation for Contract-Ended Retirees

The Gyeonggi Provincial Civil Rights Committee has recommended that the Gyeonggi Job Foundation improve its evaluation criteria, as it was found to be uniformly assigning the lowest grade without a separate performance evaluation to fixed-term workers whose contracts had ended after serving most of their contract period.

According to the Gyeonggi Job Foundation's 'Performance Evaluation Manual,' retirees are excluded from performance evaluations for the year in which they left the organization and are automatically assigned a final C grade.

The Provincial Civil Rights Committee determined that excluding retirees from the same relative performance evaluation as current employees does have some rational basis. However, the committee judged that assigning a uniform C grade solely on the basis that the contract ended—without evaluating actual work period or job performance even when a person worked most of their contract—requires improvement from the perspectives of fairness and proportionality.

In particular, the committee found that while newly hired employees, those on parental leave, and dispatched workers receive special evaluations that reflect the average scores for their rank or their actual work periods, retirees are not afforded these considerations. Furthermore, there is no distinction made between employees who retired due to the expiration of their contract and those who left voluntarily.

The Provincial Civil Rights Committee pointed out that such evaluation practices may violate the principle of non-discriminatory treatment outlined in the 'Act on the Protection of Fixed-Term and Part-Time Employees.' The committee explained that it is necessary to examine whether uniformly assigning a C grade to employees who retire at the end of their contracts—regardless of their actual length of service or performance—constitutes unfavorable treatment solely based on their fixed-term status, and whether there is a rational reason for differences in evaluation.

Gyeonggi-do Job Foundation

Meanwhile, the Provincial Civil Rights Committee has also recommended improvements to address user inconvenience caused by varying usage and waiting periods at different branches of the Food Bank·Market in Goyang City. Food Bank·Market is a program that provides necessary food and daily necessities donated by companies and individuals free of charge to low-income and other eligible residents.

Currently, the maximum usage period for each branch of the Goyang City Food Bank·Market differs—either one or two years—and the waiting period to reapply after use ranges from three months to two years. Additionally, the donation item management system (FMS) lacks a waiting list management function, making it difficult for applicants to check in advance which branch has a shorter waiting period.

In response, the Provincial Civil Rights Committee has recommended that Goyang City establish reasonable user and reapplication waiting period standards for each branch, taking into account the number of people on the waiting list, length of usage, and availability of donated items. The committee also suggested that Gyeonggi Province recommend to the Ministry of Health and Welfare the introduction of a waiting list management feature and the granting of inquiry access to administrative welfare centers in the donation item management system, so that users can check the waiting status for each branch during the application process.

Jang Jinsoo, Chairman of the Provincial Civil Rights Committee, stated, "We will continue to strive to carefully examine and address the inequities and inconveniences experienced by residents in their work and daily lives through institutional improvements that enhance fairness and rationality, based on thorough review of grievances raised by the public."

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