Utilization of the bank has been pursued in the following three stages:
< 1st stage >
Improved human resources management system
(Creation of new category of government employees)
< 2nd stage >
Building of alternative human resources management system
< 3rd stage >
Set up of alternative human resources pool
In the first stage, the governmental human resource management system was improved. In January 2010, the ‘Rule on the Appointment of Public Officials’ was revised to introduce the ‘maternity or parental leave prior announcement system.’ Accordingly, those planning to apply for a leave of absence is required to notify a person with employment authority of their intention and the period of such leave at least one month in advance. This allows the human resources management department at each agency adequate time to secure alternative human resources.
In September 2010, with revision of the ‘Regulation on Contract Public Officials’, the position of temporary contract government employees was newly created to give alternative human resources the status of government employees. Similarly, the ‘Regulation on Compensation for Public Officials’ was revised to pay alternative human resources the same compensation and allowances as those of the first-class salary level for the corresponding rank of regular government employees.
In the second stage, a web-based alternative human resources management system was built in September 2010 to simplify the alternative human resources hiring process and streamline their selection and management. Recruitment of government employees generally involves public announcements, receipt of applications, written tests, and interviews. As it is a time-consuming process, simplified procedures were needed to choose alternative human resources in the event of maternity or parental leave. The hiring process for ‘temporary contract government employees’ who replace those on maternity or parental leave was simplified in a way that omits written test on recruitment when necessary.
The function to select and manage alternative human resources was newly added to the existing webpage for government job opportunities (http://gojobs.mopas.go.kr). This allows job seekers as alternative human resources to search job opportunities easily, and agencies in need of alternative human resources to swiftly employ qualified alternative human resources by means of the search function. Towards this end, the webpage provides a function to search applicants for the position of alternative personnel, which enables each agency to quickly search qualified alternative human resources among applicants who registered their resumes in advance.
In the third stage, an alternative human resources pool was set up. With the improved personnel management scheme, hiring process, and recruitment administration system in place, the Ministry of Public Administration and Security initially built a 200-member alternative human resources pool in October 2010 to replace regular employees taking maternity or parental leave for up to six months in the area of common affairs of all central administrative agencies. In consideration of the level of use of alternative human resources by each agency, the Ministry plans to retain more personnel for the alternative human resources pool in the future.
Other central administrative agencies have been independently building an alternative human resources pool since September 2010. The pool should continue to grow since each agency will continually select alternative human resources.