본 연구는 기존 연구에서 논의하고 있는 사회복지 담당공무원의 전문성과 차별적인 개념인 직무역량을 중심으로 논의를 하고자 하였다. 사회복지 담당공무원의 직무역량 수준 및 역량격차를 측정하고자 하였으며, 또한 직무역량 강화를 위한 직무교육설계의 기본방향을 제시하고자 하였다. 직무역량이란 가치, 태도, 기술, 지식 및 행태와 같은 개인적 특성을 지칭하는 것으로, 부여된 역할의 효율적인 집행 및 성과에 영향을 미친다. 직무역량은 인적 역량과 기술적 역량으로 범주화할 수 있으며, 인적 역량은 업무성과와 관련성을 갖는 개인적 특성으로 내향적(inward) 역량과 외향적(outward) 역량으로 세분화할 수 있다. 기술적 역량은 우수한 성과와 연관성이 있는 직무기술과 업무기법으로 공통역량과 전문역량으로 구분할 수 있다. 분석결과 직무교육에 있어서 우선순위가 높은 영역은 자기관리와 복지실무 분야로, 직무역량 수준이 낮고, 역량격차와 교육욕구가 크고, 실무 활용도가 높기 때문이다. 이는 직무역량에 기초한 직무교육체계의 설계, 나아가 역량모델에 기반한 직무설계와 인사관리체제의 확립이 필요함을 시사한다. 또한 분석 결과는 근무환경의 열악함과 과도한 업무 부담을 간접적으로 나타내고 있다. 사회복지 업무의 특성상 업무 담당자의 인적 요인이 사업집행의 성과에 영향을 준다는 점에서 직무역량의 인적요소는 중요한 비중을 갖는다. 과중한 업무 부담과 직무 스트레스는 효과적인 사업집행은 물론 사회복지 담당공무원의 직무역량에도 부정적인 영향을 미칠 가능성이 있다.

This article deals with the job competency, which differentiated from professionalism. The purpose of this study is measurement of the competency levels and the competency gaps of public employees in social services delivery. It also analyses needs of job training, and suggests the direction of job training in order to improve their competency. The job competency refers to personal characteristics such as the values, attitudes, techniques, knowledge, and behavior. It needed for the efficient implementation and effective performance of assigned roles. In accordance with the existing literature, the job competency can be categorized into human competency and technical competency. Human competency is an individual characteristic relating to performance and is divided into inward and outward competency. Technical competency is a job skill and technique associated with outstanding performance, and it can be divided into general and special competency. The high priority areas in terms of on-the-job-training are self-control and welfare practices, because the level of job competency is relatively low, the competency gap, the training need, and the applicability to practical tasks is high. This suggests that job training should be designed based on competency model. Further, job design and human resource management systems should be established based on competency model. On the other hand, the results of the analysis of competency gaps and training needs indirectly reveals the poor conditions and heavy workload of public officials in social services. The human factor of officers-in-charge is critical because it has an influence on the performance. Heavy workload and job stress can negatively affect not only the effective implementation, but also the job competency.

This article deals with the job competency, which differentiated from professionalism. The purpose of this study is measurement of the competency levels and the competency gaps of public employees in social services delivery. It also analyses needs of job training, and suggests the direction of job training in order to improve their competency. The job competency refers to personal characteristics such as the values, attitudes, techniques, knowledge, and behavior. It needed for the efficient implementation and effective performance of assigned roles. In accordance with the existing literature, the job competency can be categorized into human competency and technical competency. Human competency is an individual characteristic relating to performance and is divided into inward and outward competency. Technical competency is a job skill and technique associated with outstanding performance, and it can be divided into general and special competency. The high priority areas in terms of on-the-job-training are self-control and welfare practices, because the level of job competency is relatively low, the competency gap, the training need, and the applicability to practical tasks is high. This suggests that job training should be designed based on competency model. Further, job design and human resource management systems should be established based on competency model. On the other hand, the results of the analysis of competency gaps and training needs indirectly reveals the poor conditions and heavy workload of public officials in social services. The human factor of officers-in-charge is critical because it has an influence on the performance. Heavy workload and job stress can negatively affect not only the effective implementation, but also the job competency.

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Public employees in social services, Job competency, Competency gaps, On-the-job training.