고위공무원단제도의 올바른 정착과 개선방안

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이 논문은 이번에 졸업하면서 쓰게된 논문인데, 졸업논문 양식 중 각주다는부분에 있어서
페이지 쪽수까지 일일이 적어야 해서(책제목만 쓴게 아니고 그책의 페이지 쪽수까지 적음) 실제로 국회도서관에가서 참고문헌에 나와있는 논문들을 읽고 출처를 정확히 기재하였고 ..제가 논문 쓰는 시점에 법령이 바뀐 부분에 대해서 실제로 관련 조항 다 찾아보면서 직업 쓴 논문입니다..그래서 논문중간중간에 나오는 그림이나 표에도 현시점에 맞게 다 내용수정을 하였고 ..

추가적으로 ..초록도 작성하였습니다..
페이지수가 36(본문내용만)으로 되어있으며, 그리고 글자크기가 9 라서 클자크기 11정도로 바꾸면 48페이지 나오는 분량입니다.
목차 양식은 쪽수는 로마자로 매기고, 본문은 쪽수를 아라비아 숫자로 매겨야되서 첨부한 자료료에는 본문내용만 있으면, 목차에 제가 기재해 놓은 부분만 해도 5페이지분량입니다.(목차+표목차+그림목차 => FM대로 함)
표지(2페이지) + 목차(5페이지) + 본문 36(글자크기 11로하면 48페이지) = 토탈(55페이지)정도 됩니다.

대학다니면서 최고로 공들여서 만든 논문..(내용 만족하시면 평가점수 좀 좋게주세요..)

목차

Ⅰ. 서 론·············································································1
1. 연구의 목적··············································································1
2. 연구의 범위와 방법·····································································2

Ⅱ. 고위공무원단의 이론적 고찰························································2
1. 고위공무원단의 개념·······································································2
(1)고위공무원단의 정의
(2) 고위공무원단의 특징
2. 고위공무원제도의 도입 배경·······························································4
3. 고위공무원단의 도입에 따른 기대효과···················································5

Ⅲ.외국의 고위공무원단··································································6
1. 제도 도입의 목적·············································································6
2.제도 도입의 과정··············································································7
3. 제도 도입의 내용·············································································9
(1) 범위
(2) 충원과정
(3) 핵심역량평가
(4) 이동성
(5) 능력개발
(6) 성과관리
(7) 보수
(8) 신분관리
4. 제도 도입의 문제점·········································································17
(1) 영국
(2) 호주
(3) 미국
(4) 캐나다
5. 각국의 고위공무원단 평가·································································19
(1) 영국
(2) 호주
(3) 미국
(4) 캐나다

Ⅳ. 우리나라의 고위공무원단···························································20
1. 도입배경 및 목적··········································································20
2. 실태분석·····················································································21
(1) 범위 및 구조
(2) 충원방식
(3) 역량 평가
(4) 이동성
(5) 능력관리
(6) 성과관리
(7) 보수
(8) 신분관리

Ⅴ. 우리나라 고위공무원단의 문제점과 개선방안·····································29
1. 문제점·······················································································29
(1) 고위직 공무원의 현황
(2) 고위직 공무원 인사운영상의 문제점
2. 개선방안·····················································································31
(1) 개방형의 확대
(2) 고위직에 대한 성과평가제도의 합리성 제고와 별도의 교육훈련체계 개발, 운영
(3) 고위직 공무원의 보수수준 향상
(4) 직무중심의 인사․보수제도의 실현과 성과계약제의 확립
(5) 고위직 공무원의 일정 영역별 통합운영
(6) 해당 직위별 중요도․난이도를 고려하여 보수수준을 차등화
(7) 실국장급의 평균 재임기간 상향조정
(8) 고위공무원단 도입 시 최소 보직기간
(9) 경력직 공무원의 고위공무원단 최초 임용 시 능력 및 자질검증과 직위공모

Ⅵ. 결론··················································································33

<참고문헌>························································································35
<초록>·····························································································36
표목차
<표-1>제도도입의 목적····················································································6
<표-2>제도도입의 배경····················································································7
<표-3>제도도입의 범위····················································································9
<표-4>충원과정····························································································10
<표-5>각국의 핵심역량평가·············································································11
<표-6>각 국가의 인사이동···············································································12
<표-7>각 국의 고위공무원단의 문제점································································17
<표-8>심사기준····························································································24
그림목차
<그림-1>고위공무원단 대상자 현황····································································21
<그림-2>고위공무원단의 충원···········································································22
<그림-3>역량평가의 방법················································································23
<그림-4>직무성과계약 체계·············································································26
<그림-5>직무분석의 활용················································································27
<그림-6>보수체계의 기본구조···········································································27
<그림-7>고위공무원단 적격심사 절차·································································28
<그림-8>부적격 대상자의 처리·········································································29

본문내용

Ⅰ. 서 론
1. 연구의 목적
1980년대 이후 각국 정부는 급변하는 환경과 다양한 행정수요에 효과적으로 대처하기 위하여 정부의 사활을 걸고 정부개혁, 특히 행정개혁을 추진하여 왔다. 이러한 배경에는 정부회계의 막대한 재정적자 및 시장과 시민사회의 정부 정책에 대한 불신 등의 정부환경의 변화와 더불어 정부영역 축소의 요구라고 볼 수 있다. 이로 인해 행정의 고유권한이라고 보아왔던 공무원들의 정부규제가 전가의 보도로써 더 이상 활용되기 어려워졌으며 오히려 정부조직과 공무원들이 개혁의 대상의 되었다. 즉, 공무원조직의 구조가 변하지 않으면 정부의 어느 개혁도 변하지 않을 것이므로 인사제도개혁이 가지는 의미는 실로 큰 것이다. 이러한 의미에서 정부개혁을 위한 우리정부의 인사제도개혁에 있어서 개선되어야 할 사항은 무엇보다도 공무원의 전문성향상 및 사기진작을 가져오는 적절한 인력관리시스템의 재구축이라고 할 수 있으며, 그 중에서도 참여정부가 처음으로 도입했던 고위공무원단제도를 생산적이고 효율적인 시스템으로 구축하는 것이라 하겠다.
정부의 경쟁력제고는 공무원의 역량강화와 직·간접적으로 관련된다. Peter & Waterman(1982), Carnevale(1993), Van Wart(1998) 등을 비롯한 많은 학자들이 전략적 자원으로서 공무원의 역할을 강조하고 있다. 즉, 정부 경쟁력을 높이기 위한 정부행정 혁신은 인사제도를 비롯한 행정조직, 일하는 방식 등 제반 영역에서 추진되어야 하지만, 이것을 운용할 주체로서 공무원의 전문성 및 역량 강화가 중요한 과제로 부각되고 있다. 이러한 현실에서 우리나라는 참여정부 출범 이후 고위공무원단제도 도입에 대한 논의가 활발하게 전개되어 2006년 7월 1일부터 시행하게 되었으며, 논의의 출발점은 참여정부 인사개혁의 청사진을 제시한 참여정부의 인사개혁의 로드맵에서 찾아볼 수 있을 것이다.
고위공무원은 국정운영의 핵심적인 주체로서 효과적으로 활용되어야 함에도 불구하고, 지금까지 한국정부의 고위 공무원들은 체계적으로 육성되고 관리되지 못했다는 비판을 받아왔다.

참고 자료

<단행본>
강성철 외. 「새 인사행정론」, 서울 : 대영문화사 , 2005
유민봉. 「인사행정론」, 서울 : 박영사 , 2003
<논문>
강철승. 한국 고위공무원단 제도의 문제점과 개선방안, 한국행정학회, 2006
김근세. “고위공무원단제도의 의의”, 중앙인사위원회(현 행정안전부), 인사행정 제18호, 2004
김판석 ·이선우. “고위공무원단제도 도입과 활용방안 모색 : 중앙정부 관리자들의 고위공무원단 제도에 대한 의식조사를 중심으로”, 한국행정연구, 1998
남궁근. “고위공무원단 도입에 따른 문제점 분석과 개선방안 연구: 주요국가 사례연구”, 한국행정 학회, 2005
박천오., “한국고위공무원단 제도 특징과 제도”, 한국정책지식센터 ,2005
박천오. 한국형 고위공무원단 제도도입 : 제도의 특징과 전망, 자치행정 통권214호, 지방행정연구 소, 2006
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