공공부문 시간제근무와 육아휴직에 따른 대체인력 활용과의 연계방안

The study on Exploring the Link Between Part-Time Work and Replacement worker in Public Sector

Ⅰ. 서론 본 연구에서는 유연근무제의 여러 형태 중 최근 행정기관에서 가장 관심을 보이고 있는 시간제근무에 초점을 맞추어 시간제 계약직 공무원을 육아휴직자의 대체인력으로 연계하여 활용할 수 있는 방안을 모색하고자 하였다. 아직까지 일선행정기관에서 육아휴직자가 남긴 업무를 대체할 수 있는 적절한 방안이 제시되지 않아 육아휴직이나 시간제전환 제도가 있음에도 맘 놓고 사용할 수 없고, 조직도 운영상의 어려움을 겪고 있는 것이 현실이다. 정부의 큰 변화 중의 하나는 일과 가정의 양립이 가능한 가족 친화적 조직문화를 반영하고, 경직된 업무 시스템을 자율적이고 창의적이며 시대적 환경요구에 부합할 수 있는 유연한 근무시스템으로 변화하고자 노력하고 있는 점이다. 이에 본 연구는 시간제근무 제도가 갖고 있는 일 가정양립이라는 정책목표 실현에 부응하고자, 육아휴직 공무원이 남긴 업무의 공백을 시간제근무 공무원을 통해 조직의 생산성을 최대한 저하시키지 않으면서 수행할 수 있는 방안을 도출하고자 하였다. 이를 위해 시간제근무 공무원에게 적합한 직무유형은 무엇이며, 시간제근무 공무원을 활용할 수 있는 직급과 직군 그리고 시간제근무 공무원으로 활용 가능한 대체인력 풀은 무엇인지를 파악하였다.

This study focuses on part-time work, one of the most attracting rules related to flexible working in public sector. We seek to find ways to link between part-time contingent public employees and replacement worker on childcare leave users in public sector in terms of four fitness levels: job type fitness, capability fitness, time divide fitness, divided accountability fitness. The results of the study are as follows. First, both personnel staff and public servants sympathize the need of introducing and expanding part-time temporary public servants. At the same time, Most of them estimate it is impossible that part-time contingent public employees apply to all position. Second, there is an negative perception to using part-time contingent public employees at the managerial position. the possibility of utilizing part-time contingent public servants at the practitioner positions vary according to tasks done. Third, at the perspective of capability fitness level, jobs such as collecting simple information, administering documents and communicating customers show higher fitness level to part-time contingent public worker. Meantime, jobs like demanding the capability of preparing strategic alternative plan and the capability of coordinating relevant departments indicate lower fitness levels. Fourth, at the view of fitness levels in time divide, jobs of daily and patterned administration support and jobs of operating shift system are more relevant to part-time contingent public servants. But, jobs of handling time pressure business, requiring very frequent report, working regular overtime, and dealing project-based tasks are less relevant to part-time contingent public servants. Fifth, at the perspective of fitness level in divided accountability, jobs in focusing on professional behavior norms and values show lower fitness level to part-time contingent public employees. Based on the above research findings, we propose the following policy suggestions. First, in the short term, it is necessary to prepare rules specifying the way of systematic utilization to job types having higher fitness level. In the long term, the alternative to increase fitness levels in job types will be designed. Second, we suggest three things to assure fitness level of accountability: developing task manual, appointing task relevant mentor, building performance system. Third, it is necessary to review three perspective measures for clearly undertaking and transferring tasks: providing task relevant orientation, writing document of conducting business, appointing a person who control the undertaking and transfer of tasks. Fourth, this study suggests there is a need to prepare the ways of hiring different or additional replacement workers according to positions related to childcare leave.