재외 한국학교 교원의 인사관리 규정 분석 및 개선 방향

Abstract

This study analyzed the laws and regulations on personnel management of overseas Korean school teachers and also the articles of incorporation and personnel regulations of individual Korean schools. As a result, the following implications were derived. First, regarding the appointment and dismissal of teachers, many overseas Korean schools contain content contrary to Article 21 of the Overseas Koreans Education Act, which is a higher standard, so it needs to be rearranged, and the location of appointment and dismissal rights needs to be more clearly defined in the articles of incorporation. Second, in terms of teacher qualifications, many schools presented looser qualification requirements than those set forth in Article 23 of the Overseas Koreans Education Act. Although the gap itself cannot be seen as a problem because local laws regarding teacher qualifications are followed in some cases, nevertheless, the currently ambiguous qualification requirements need to be clearly presented based on specific grounds. On the other hand, since there are many gaps between the law and the reality, it is necessary to examine whether the current regulations of the law are realistic, considering the circumstances of individual Korean schools. Third, it is necessary to review the dispatch teacher recommendation system, and there are schools that do not clearly stipulate the teacher recruitment process, so a device to enhance the fairness and transparency of the teacher recruitment process is needed. Fourth, it is necessary to clearly define in advance the working conditions including the working period and remuneration, and it is necessary to review whether the difference between the types of employment and the corresponding working conditions is appropriate.