공무원 승진, 운일까 실력일까? (근무성적평가 핵심 정리)

▼Must-Read Book to Help You Succeed in Your Civil Service Life▼ https://goodbye-gongnobi.tistory.com/1 ===================================================== Can you get promoted quickly in a civil service organization if you do your job well? To be blunt, the structure of civil service promotions and performance evaluations is not one where they are determined simply by doing a good job. In this video, we will discuss realistically how the civil service performance evaluation—so-called "Geunpyeong"—actually works, and why seniority and rank are important in the civil service organization. Civil service performance evaluations are fundamentally relative evaluations. No matter how well I perform my job, if there is a senior colleague in the same rank who has been with me longer than I have, that senior often receives a better evaluation first. Even if a new civil servant is proficient in Excel, skilled in interpreting laws, and fast at processing tasks, it is not easy to surpass senior colleagues and secure the top spot in performance evaluations. This is because a strong atmosphere persists within the civil service organization where the prevailing belief is that "those who have worked hard for a long time should be promoted first." Performance evaluations typically establish a hierarchy at the departmental level, followed by adjustments at the bureau level and the agency-wide level to determine the final ranking. Therefore, even if you rank first in your own division, your promotion ranking can drop if you are overtaken by the top performer in another department. In this process, powerful departments, section chiefs with strong voices, section chiefs close to the bureau director, and key departments such as planning or general affairs can sometimes gain an advantage. If you are considering promotion as a civil servant, simply working hard is not enough. You must assess how many competitors there are for your rank, how many senior colleagues have more experience than you in the same department, whether that department is advantageous for promotion, and whether the structure is designed to artificially lower your performance evaluation score. When transferring personnel, you shouldn't just look at popular or comfortable departments; you must also consider your promotion order and the competitive landscape. Even if the work is difficult, a department with few competitors for your rank can actually be advantageous for promotion. Conversely, even if a department appears good, if there are many senior colleagues of the same rank above you, you might end up merely serving to lower your performance evaluations for several years. Furthermore, the reason why company dinners, relationships with section chiefs, wariness of directors, and department head evaluations do not easily disappear in the civil service is ultimately connected to the authority of performance evaluations. If you have no interest in promotion, you may experience less stress regarding evaluations, but seeing your peers get promoted one by one can make you waver. This video is not meant to tell you to give up on civil service promotion unconditionally. However, it is to say that you need to understand how the civil service performance evaluation and promotion structure operates to feel less unfairly treated and to formulate a strategy tailored to your situation. I hope this video is helpful to those curious about civil service performance evaluations, promotions, seniority systems, organizational culture, performance bonuses, and the reality of new civil service positions. #CivilServicePromotion #CivilServicePerformanceEvaluation #CivilServiceReality Timeline 00:00 Can civil servants get promoted if they do their job well? 00:10 The reason why civil servant performance evaluations are based on seniority 00:44 A structure where unfairness is inevitable because performance evaluations are relative 01:59 The process by which performance evaluation rankings are determined at the department, bureau, and agency level 02:46 The reality where new civil servants "lower" performance evaluations 03:32 Why you need to look at the competitive landscape within your department to get promoted 04:54 The reason why company dinners and "line" culture never disappear 05:46 The reality where performance bonuses and promotion evaluations operate separately 06:55 The moment even those who claimed to have no interest in promotion waver 07:47 Why you must understand the structure of civil servant performance evaluations and hold on