earticle

영어

This study aims to enhance the sophistication of the internal performance evaluation system in regional public cooperation. The internal performance evaluation was examined within a systemic framework consisting of evaluation input, evaluation process, and reflection of evaluation results, and an Importance–Performance Analysis (IPA)-using four analytical methods: the traditional method, correlation coefficient, partial correlation coefficient, and regression coefficient- was conducted based on a survey of organizational members’ perceptions. The results revealed that the attributes repeatedly located in Quadrant II were, in order of frequency, the reflection of job characteristics in indicators, linkage of evaluation results to personnel appraisal, linkage of evaluation results to compensation, and the indicator-setting process. These attributes which located in Quadrant II were identified as factors of high importance but low satisfaction, indicating the need for improvement. To advance the internal performance evaluation system, this study suggests incorporating departmental opinions into the indicator-setting process (input stage) and establishing department-specific indicators that reflect each department’s job characteristics. In the evaluation process, it recommends the implementation of an indicator character assessment, individual performance evaluation, and the establishment of clear criteria and effective procedures for qualitative evaluation. Finally, regarding the evaluation results, it is proposed that outcomes be reflected not only in performance-based bonuses but also in personnel appraisals. When calculating scores, work performance scores and performance evaluation scores should be weighted equally, while within the performance evaluation, team performance scores and individual performance scores should also carry equal weight.

한국어

이 연구는 지방공기업 내부성과평가의 고도화 방안을 제시하였다. 내부성과평가는 평가투입, 평가, 평가결과반영 등의 체제론적 틀을 가지고 살펴보았으며, 구성원들의 의식조사를 바탕으로 IPA분석을 실시하였다. IPA분석은 전통적방법, 상관계수, 편상관계수, 회기계수 등 4가지 방법으로 하였다. 각 분석 결과 2사분면에 중복해서 분포된 속성들은 지표의 업무특성반영, 평가결과 인사평정, 평가결과 보상, 지표설정과정 순으로 많았고 이 들 속성은 구성원들이 중요도는 높지만, 만족도가 낮아 개선할 필요가 있는 것들이다. 내부성과평가 고도화를 위해서는 투입과정인 지표설정과정에서 부서들의 의견을 반영하 고, 부서의 업무특성을 반영한 부서고유지표를 설정할 것을 제안하였다. 평가과정에서는 지표의 성격평 가시행, 개인성과평가의 시행, 정성평가의 기준제시 및 실효적인 평가를 제시하였다. 평가결과는 성과급 외에 인사평정에도 반영하고 반영 시의 점수산정에서는 근무성적평정점수와 성과평가점수를 동일비중 으로 반영하되 성과평가점수는 팀성과점수와 개인성과점수를 동일비중으로 반영할 것을 제안하였다.