Significance and Rationale behind Introduction

The Senior Civil Service (SCS) System was implemented on July 1, 2006 to enhance the competitiveness of the government by efficiently managing the SCS at the pan-government level. In addition, competency development and assessment became mandatory, so that only those with basic competencies as senior civil servants can join the SCS.

History

The Ministry of Personnel Management established a competency assessment system after years of preparations, including designing a competency model for the government standard competencies and conducting job analysis for positions at the director general level or higher. In July 2006, the competency assessment was conducted for the first time simultaneously with the implementation of the SCS system. Since the revision of the competency model in 2009 and the increase in the number of evaluators in 2010, the assessment system of “six competencies, four exercises and seven evaluators” has been maintained.

Competency Assessment System

Subjects of Competency Assessment

Competency Development Program

• If a civil servant of Grade 4 or higher would like to be promoted to a SCS position, he/she must complete a SCS Candidate Development Program (5-day course, National Human Resources Development Institute (NHI)) before undergoing competency assessment.

  360-degree pre-diagnosis of competency and basic education on competency via e-learning conducted

• A candidate from the private sector for an open competitive position, etc. does not need to complete the course, but if he/she wants, the candidate may take a short-term training course provided by MPM’s Human Resources Policy Division and NHI's e-learning course, "Understanding SCS Competency and Competency Development"
• If a candidate does not pass the competency assessment, he/she may select and complete a Competency Level-up course (NHI) to compensate for the lack of competency.

Competencies Subject to Assessment

• Competencies refer to the differentiated behavioral characteristics and attitudes of a high achiever who shows outstanding job performance in connection with the achievement of organizational goals.
• There are a total of six competencies verified through the SCS competency assessment -- problem recognition, strategic thinking, performance orientation, change management, customer satisfaction, and coordination and integration.

  Competencies		Definition
  Thinking Competency	Problem Recognition	Detect and identify problems in a timely manner by understanding and analyzing information and discover the essence of the problem by analyzing diverse aspects of the issue
  	Strategic Thinking	Set long-term vision and goals and establish action plans by prioritizing the alternatives to deliver such vision and goals
  Working Competency	Performance Orientation	Consider different approaches to maximize work performance and pursue efficiency and effectiveness in the process of achieving goals
  	Change Management	Understand the direction and flow of change in the work environment and take measures to ensure that individuals and the organization can respond and adapt to the change appropriately
  Customer Satisfaction	Customer Satisfaction	Recognize the counterparts at work as customers, understand their needs and make efforts to meet such needs
  	Coordination and Integration	Understand the interest and conflicts between the stakeholders and suggest reasonable solutions from a balanced perspective

Assessment Methods

In accordance with the Assessment Center Method, competencies are assessed by evaluators directly observing and evaluating the behavior of the subject of evaluation in a simulated job situation; four specific assessment methods are used. In one assessment, nine evaluators participate in assessing six persons.

Evaluators of Competency Assessment

Evaluators consist of a pool of former and incumbent civil servants, university professors of the academic world concerned and non-governmental experts in the field of human resources; becoming an evaluator requires sufficient experience by observing a several number of actual assessment cases after completing education on evaluation in advance.

Passing Competency Assessment

Each competency is evaluated on a scale from 1 to 5, 5 being the highest; the subject passes competency assessment if the average score of the six competencies is graded as ordinary or above (2.50 points or higher).

Re-assessment

• In the case of promotion, those who have failed the competency assessment at previous attempts may undergo re-assessment without a limit on the number of attempts. However, if a civil servant has failed two assessments consecutively, he/she can take a re-assessment after six months from the date of the latest assessment; if a civil servant fails the assessment three times, he/she can take a re-assessment after one year from the latest assessment. Candidates for appointment of open competitive positions and positions in extraordinary civil service may undergo re-assessment only once if requested by their competent ministers.

Feedback on Competency Assessment

Once competency assessment is complete, the subject is informed of the result of the assessment (i.e. pass or fail), the level of competency, strengths and weaknesses in each competency, suggestions for further competency development, etc. Such feedback aims to help the subject identify his/her current competency level and weaknesses and use it as a reference for further development.