시·도교육청 지방공무원 공로연수제의 쟁점과 개선방안 연구

Abstract

The purpose of this study is to identify the operational status of the contribution training program for local public officials in metropolitan and provincial offices of education, identify issues in the contribution training program for public officials, and prepare improvement plans. The conclusions and suggestions of this study are presented as follows. First, the contribution training program for local public officials meets the objectives of increasing welfare benefits at the individual level, resolving personnel backlogs at the organizational level, and social utilization of national human resources at the national and social level. However, it is necessary to change the name to ‘retirement competency development training for public officials’. Second, social criticism of non-working paid wages, public officials' demands to work until retirement, demands for effective training programs for social adaptation, and inefficiencies in manpower operation and management due to long-term dispatch of public officials, etc. Considering this, it is necessary to shorten the current contribution training period, but operate it differentially by position. Third, it is necessary to conduct periodic demand surveys on contribution training program and expand training programs to support active responses to reemployment and environmental changes. Lastly, in order to enhance the relevance and effectiveness of contribution training program, it is necessary to strengthen the connection between life cycle training for local public officials and retirement preparation education.