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Performance management

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Performance management

Through our performance management system, the government strives to enhance the capacity of public officials and to ensure that the hardworking public officials who make the Korean government more competitive are properly compensated.

Performance Evaluation

Public officials of grade 4 or higher, including senior civil servants and directors, receive an annual evaluation with regard to individual and departmental performance, and credentials and competence associated with job performance. After setting performance targets and indicators through consultation with evaluator the official sign a performance agreement regarding individual and department duties, and the official is evaluated based on this agreement. The results of the performance evaluation are reflected in grading for yearly performance salary, and used in various personnel management processes as promotion and personnel screening.

4 step of Strategic planning

Public officials of grade 5 or below receive a biannual evaluation regarding work performance and job competency. The evaluator has a face-to-face talk with the official receiving a performance evaluation, periodically checks and records the status of work done, and evaluates the official based on the results. The results of performance evaluations are reflected in promotion screening and grading for performance bonuses, and used in HR operations such as job transfers and educational training.

3 step of performance objectives

Performance-based pay

Reflecting the results of performance evaluations, public officials of level 5 or higher are paid a performance-based annual salary (accumulative), and public officials of level 6 or below are paid a performance-based bonus (at least once a year, lump-sum).

The performance-based pay system was introduced in 1999 in the form of performance annual salaries for director-general or higher level, and performance bonuses for director or lower level. Since then, the range of public officials receiving performance salaries has gradually expanded to include public officials of grade 5 in 2017.

For the SCS, the results of evaluations, including performance agreements, are fully reflected; for public officials at the director level, the results of evaluations, including performance agreements, are used as reference for performance pay according to 4 ratings (S-C);

For public officials of grade 4, the results of evaluations, including performance agreements, are used for reference, and for public officials of grade 5, performance agreements or work performance are used as reference to pay a performance-based bonus according to 4 ratings.

For public officials of grade 6 or below, the score of work performance is used, and three or more ratings, staff ratio and supply rate, etc. are determined and paid autonomously by each ministry.

Performance Management At a Glance 2018