Suwon Special-Status City Introduces Innovative Personnel System Rewarding Hardworking Employees
[Suwon Ilbo=Reporter Jung Jun-sung] Suwon Special-Status City is launching an unprecedented personnel system that rewards hardworking and high-performing employees.
The city announced on the 2nd that it will activate special promotion and special salary increase systems and establish a groundbreaking compensation framework for employees with outstanding work performance and significant contributions to city development, implementing 'Three Major Personnel Management Innovation Measures' including △ performance-centered promotion management △ data-based organizational management △ and global talent development and capacity enhancement.
First, it will further strengthen 'performance-centered promotion management.' Employees receiving special promotions can be promoted even if not within the promotion multiplier range, and those receiving special salary increases will be promoted one step on the first day of the following month after receiving notification.
Additionally, from the first half of next year, the city will expand multiple job classifications for key positions. By diversifying job classifications for managerial and higher-level positions, the city plans to establish duties without restricted sectors and place talent in appropriate positions.
The city will also introduce special performance bonuses for outstanding civil servants. Among the highest tier (S-grade) performers in performance-based salary and performance bonuses, those in the top 2% with excellent work performance and job results will receive special performance bonus supplements, and civil servants selected as the highest tier for three consecutive years will receive long-term performance bonuses.
'Data-based organizational management' involves managing organizations based on data to increase job satisfaction among civil servants and prevent excellent talent from leaving public service.
The city plans to categorize job characteristics by department and, based on aptitude tests, personality type assessments, and analysis results of newly hired civil servants, analyze individual job aptitude and assign them to departments suitable for their aptitudes and tendencies.
Additionally, from the second half of this year, the city will conduct job satisfaction surveys for all employees and apply the results to organizational restructuring and mid-to-long-term organizational and workforce management planning. In collaboration with the Suwon City Research Institute, it will survey workload, work environment, organizational culture, obstacles, and job satisfaction.
The city will establish a personnel information management system utilizing AI (artificial intelligence) to respond early to potential issues or conflicts within the organization. It will create a database of personal characteristic information from aptitude tests and work performance results, and continuously monitor employee capabilities and achievements. Based on information synthesizing various data, the city will manage assignments and promotions.
'Global talent development and capacity enhancement' measures include the 'Public Service G.O.A.T (an abbreviation for Greatest Of All Time, referring to civil servants with overwhelmingly outstanding job capabilities and achievements in the public service sector) Global Capacity Enhancement Long-Term Overseas Training' program to support degree acquisition among promising employees with growth potential, expanded personnel preferences for multi-child civil servants, and expanded flextime work options for personal capacity improvement.
Starting next year, the city will select two career civil servants (age 50 or younger) with three or more years of actual service experience in Suwon City and support their educational training abroad (within two years). Civil servants completing overseas training will be assigned to positions related to the training field and serve roles in proposing and promoting policy projects.
From the second half of 2025, when conducting performance evaluations, the city will grant personnel points to multi-child civil servants starting from the second child and expand flextime work arrangements.
A city official stated, "We will create an environment where civil servants who quietly carry out their assigned duties can focus on their work," and "We will operate performance-centered personnel management where hardworking employees are rewarded."