수사경찰관의 성과평가와 인센티브제도에 관한 연구

Abstract

Since 1980s, under the neo-conservative motto, a lot of governments in the world have tried to measure quantitatively and qualitatively the outcomes of public officers and to relate their outcomes and incentives for the purpose of increasing the effectiveness of the officers's performance. A long with global trend, National Police Agency in Korea put the IPAS(Investigation Performance Appraisal System) in operation and has tried to relate its outcomes and incentives to promote the effectiveness of police investigators performance. The purpose of this study is to analyze the performance measurement system and incentives in police investigators in Korea and to develop feasible alternatives for the performance oriented personal management in the police investigation division. The study was made use of Process Theory as theoretical background. Before suggesting on the reform measures, I examined the actual conditions and problems of the IPAS and Incentives such as Pay for Performance, Performance Rating and Special Promotion. The basic problems can be summarized into two parts as follows. First, the IPAS is not yet perfect so there are some arguments among police investigators. Second, there is little correlations between Incentives and the outcome of IPAS. And the following items can be suggested as alternatives for the problems. First, it is necessary to improve the IPAS to increase the validity in measurement of police investigators' performance. Second, it is need to increase the total amount Pay for Performance and to strengthen the correlation between Pay for Performance and the outcomes of IPAS. Third, it also necessary to make the Performance Rating more objectively by reallocating the appraisal ratio. Finally, it is needed to improve Special Promotion for the purpose of increasing its consistency and objectiveness.