Basic Report

As of the end of 2015, the number of indefinite-term contract workers in the local governments is 42,929, which is a 14.2 percent share of the 302,070 local public servants. Although the number of such workers reaches at a considerable size, there are no systematic and coherent management systems. So it is required to establish an appropriate management plan. However, there is a lack of systematic research for preparing the management plan. Therefore, this study comprehensively grasps current status and perception of the operation of indefinite-term contract workers in local governments and proposes a concrete management plan for the problems.In Chapter 2, we examined the theories and systems related to local government indefinite-term contract workers. Indefinite-term contract workers can be defined as 'a civilian whose labor contract period is not defined in the local government' in terms of various related references. There are the 'Labor Standards Act' and the internal directives for each local governments. Internal directives consist of concept, quorum, recruitment, placement, training, evaluation and maintenance for indefinite-term contract workers.Chapter 3 reviews the related research and presents the analysis framework. Former related studies mainly focused on analysis of the characteristics and problems of the indefinite-term contract workers in the central government. In order to overcome these limitations and to provide a comprehensive view of the situation and management plans, the analysis framework was basically constructed by the main elements of personnel management theory. The components of the analytical framework were selected as quorum, recruitment, assignment, evaluation, remuneration, and training.Chapter 4 presents the results of a survey of local governments across the country. A questionnaire survey was conducted for personnel in charge of indefinite-term contract workers nationwide, and 179 respondents’ (73.7%) responses were reported from local governments. According to survey, the management of indefinite-term contract workers was relatively well operated compared with the concern. The implications of the questionnaire are as follows. The issue of management of indefinite-term contract workers is a pending issue of local governments. There is a great interest of local governors. In addition, it is necessary to introduce a system of withdrawal of misappropriation, establish an appropriate evaluation system, train labor relations experts.Chapter 5 presents the management plan for indefinite-term contract workers. First, this study summarizes the problems and issues drawn by the in-depth interviews and suggests management plans for each component of the analysis framework. In the field of quorum and recruitment: establish long-term capacity plans, formulate recruitment plans, and establish criteria and procedures for transition to fixed-term contracts. In the fields of job placement and retirement: designation and circulation strengthening of the positions of the indefinite-term contract workers. In the field of education and training: the development and diversification of education and training strategies to suit the position of the person in charge. In the field of evaluation: the establishment of an appropriate evaluation system, the enhancement of evaluation of compensation and personnel management. In addition, the Ministry of Public Administration and Security needs to propose a unified management guidelines for indefinite-term contract workers.