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The last procedure in criminal justice system and decisive one for the prevention of recidivism lies in the correctional administration. Therefore, it is not too much to say that success or failure of the criminal justice system depend on the correctional officers' capabilities who are in charge of correctional administration. Through this thesis, we have tried to seek improvement plan for the courses and educational philosophy of the Legal Research and Training Institute which educates and trains the officers for their basic knowledges and specialities. Especially, we have compared various materials on which had been collected by visiting the correctional training centers in Germany and England which are considered as advanced nations on the point. We suggest several improvement measures for the reinforcement of Korean correctional officers' capabilities as follows.First, a training institute exclusively for correctional officers should be installed independently. Currently, the whole education for correctional officers is being charged by a department in the Legal Research and Training Institute. The Ministry of Justice consists of Prosecution Service, Korean Immigration Service, Correctional Service and so forth, so it is clear that various heterogeneous agencies are constituted synthetically in it. Particularly, estimated more than 16 thousand correctional officers get an absolute majority in the Ministry of Justice. Moreover, their works require not only simple administrative knowledge but psychological and sociological professionalism for the correction of inmates because installing designated establishment such as mock correctional facility, getting special education system and specialized instructors are needed when it comes to comparing with employing general public officials. There is an urgent need for installing respective local training institutes affiliated with the 4 regional correctional headquarters except for the Legal Research and Training Institute.Secondly. we need specialization of the educational courses. Much to our regret, they can offer only a few weeks of training course for the newly employed officers, 2 months for managing staffs in addition. As you see the examples in England and Germany, they should be qualified as the correctional treatments expert after finishing the two year courses.Thirdly, consumer-oriented training courses should be developed. For the effective training course, very various measures such as vitalization of cyber education, training on demand, visiting education are needed to be adapted successively.Fourthly, strengthening the capacity of instructors and increasing the number of them are required. Free from sticking to current small number of professor system will be transferred to a systemic one that secures outstanding instructors all the time. While bringing in a contest of appointment of professor, preliminary professor system and certification of inner-instructor system for it, we need to take professional management system for instructors.

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It is an essential issue to diagnose and analyze employee¡¯s turnover intention so as to keep high quality of organizational products and to achieve organizational objectives. Especially, turnover matters, because recruiting, selecting, hiring, and training new employees is expensive. Moreover, retention of top-quality employees also makes it easier to achieve organizational goals. In this respect, this study is to examine and analyze the turnover intention of social welfare civil servants(SWCS) in order to take a diagnosis the effectiveness of the social welfare organization and employee¡¯s job satisfaction. Through analyzing the questionnaire to SWCS in several local governments such as Seongnam, Ansan, Namyangjoo, and Kimpo, we¡¯d like to summarize the findings of this study:First of all, There is important different perspectives to SWCS¡¯s turnover intention according to educational levels and the types of social worker¡¯s certificate. To this, we need to develop the training program related to specific job development for social worker. This study also confirm that the commitment perspective refers to training as a way to increase the organizational commitment of workers. Secondly, there is a negative relation between objective and rational promotion system and SWCS¡¯s turnover intention. It means the design and keep of the desirable promotion system in organization is key variables in restraining employee¡¯s turnover intention. Thirdly, there is a negative relation between employee¡¯s job satisfaction and SWCS¡¯s turnover intention. Therefore, local government has to regularly check and review SWCS¡¯s job satisfaction of their work environments and to provide actual satisfaction programs related to realize individual¡¯s role and specialization.

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Professionalism of civil servants can be conceptualized as recruitment and career management controlled by a profession in public administration. That is, professionalism is based on the professionalization which means an increase of public employees who are verified qualifications such as academic degrees, professional licenses and certificates when they are employed, pursue a career development based on their professions, and are a member of professional associations. Professionalism is a multidimensional concept, which includes public personnel management focused on professions, job autonomy, and professional accountability. Public personnel management focused on professions means that recruitment, promotion and reward systems are grounded by professional components. Job autonomy means the degree to which civil servants make their own decision based on professional knowledge and skills. Professional accountability includes self-regulation and a sense of ethics based on professional norms. The conceptualization of professionalism in public administration is consistent with the professionalism defined by the Administrative Law in the narrow sense. That is, recruiting fixed-term public employees is considered to have qualified outside professionals who are contrast with general public employees who are socialized and specialized in the government.Practical challenges in managing fixed-term public employees are as follows. First, fixed-term public employees are being politically utilized. They are intended to contribute to enhancing professionalism in the public sector, however, personnel management, specifically recruitment and contract renewal are likely to be based on political decisions. Second, personnel management focused on professions works as a mere formality. Thus, fixed-term public employees hardly make autonomous decisions on their professional jobs. Third, fixed-term public employees tend to feel conflicts with general civil servants, which make them isolated in their organizations. Particularly, the gap in perceptions of a professional job and differentiated reward systems between two groups works as causes of tentative conflicts. From the the critical perspective on administrative legislation regarding civil servants, this study intend to make practical suggestions. First, when recruiting fixed-term employees, an objective and substantial verification, such as licenses or academic degrees rather than work experience which is likely to be assessed subjectively, of their qualifications is needed. Second, to prevent an arbitrary political control of the head of a local government and to secure procedural legitimacy when decisions are made on extending the employment period, the role of a personnel committee should be strengthened. In addition, in terms of the self-regulation, performance evaluations should reflect opinions of members from an external professional association. Third, to improve perceptions on fixed-term public employees, categories of civil servants defined in the Local Public Official Act should include fixed-term public employees.

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Today agriculture is on the road of borderless competitive phase. Only high degree crops will win in a competition in UR and WTO system. The food production is a very important field in not only providing people with food but also food security. Although the guidance officials have achieved 'green revolution in 1970s' and 'white revolution after in 1980s' living and enjoying together with farmers, their morale is low. At a pount like this, There is an object of this research in analyzing their morale and trying to find a plan stirring up the morale of them. Some reform measures are as follows according to the result of my research. First, the field we have to improve in the assessment of officials performance is the guarantee of objectivity which everybody can admit in efficiency rating. Second, an unfair indication or interference of a superor should be removed. Too heavy duty should be reduced. A person in charge should acquire expert knowledge. Third, the guidance officials should have the same wage system with officials in general. And the piecework system and single payroll system should be run accroding to the aims of original intention. Fourth, A research organization to raise specialization of the guidance officials should be improved in order to help them practically. Fifth, If I suggest a plan to raise the morale of the guidance officials, government should raise a salary, rotate appointment, restore a grade to its original state, restore the guidance officials to national public officials and should give them more chances to go abroad.

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This study aims to propose guidelines for the improvement scientific and systematic courses of study related to two-year colleges design department for training. After the study, the demand for design public servants will be expected to be increased. Therefore, two-year colleges should seek for effective counter plans-related design departments.In the fields of public design, government agencies and local governments are asking an education of public design specialists for creating and managing consistent design cultures. The purpose of theis study is to meet the needs of the times, enlarging social roles and acting fields of designs. Also, it focuses on the training of public designers and public design servants, not only with a field executive ability, but also with valuation and management abilities in the field of a public design.According to social needs and because the training public design servant with specialty is urgent now, the design-related departments in every college will create new jobs through improving problems of the present courses of study.The most important thing among the duties of design servants is management and planing abilities without basic design knowledge. Thus, the colleges are asked for proper subject organization and time allotments when considering the duties. To make up a course of study for civil service examination, they needs to raise cultural study quality and subjects of special study have to try to reflect it.As courses of study relating to design cannot be standardized according to the circumstances of country, location and educational facilities, far-reaching research participation is henceforth demanded for special and professional education.The study is limited to the subjects for examination among courses of study for public design servants. However, considering enlargement of their numbers and each colleges' countermeasure keeping pace with the study, deepened and developed systematic research on related subjects' teaching methods should be made consistently hereafter.

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With the expansion of social services, it is becoming increasingly important for social workers to exhibit professionalism. While supervision should be considered an essential tool for social workers¡¯ training, attempts to carry it out properly in the field often fail. As such, this study investigates social workers¡¯ perceptions and experiences regarding supervision.Fifteen social workers across Seoul and Incheon were recruited. Three focus group interviews were conducted, and the participants¡¯ narratives were classified into categories. The analysis resulted in 13 upper and 54 lower categories. The findings are as follows: 1) Upon analyzing the lower categories, concepts, needs, and reality were discussed. 2) The upper categories revealed responses to civil complaints, personal attempts, integrated case management, and experiences of failed supervision.3) For alternatives to supervision, the following issues were addressed: mandatory/diverse education, social worker certification, including certain tasks, forms and instruments, manual development, and responses to changes in the environment. This study provides qualitative data on social work supervision that could be applied in the public sector, and calls for a subsequent interventional study to allow for comprehensive manual development.

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 ù°·Î Àü¹®¼º ºÐ¾ß(ÀÀ½Ã ÀÚ°Ý ±âÁØ)¿¡¼­ ¼Ò¹æ°ø¹«¿øÀÇ ÁÖ¿ä ¾÷¹«¿Í °è±Þº° ÇÊ¿äÇÑ ±³À°ÈÆ·Ã ¹× Á÷¹«¼öÇàÀ» À§ÇÑ Àü¹®´É·Â°ú ÀÚ°ÝÁõ, °è±Þº° ÇØ´ç Á÷¹«À» ÅëÇØ ¼Ò¿äµÇ´Â ½ÂÁø ±â°£¿¡ ´ëÇÏ¿© ºÐ¼®ÇÑ´Ù. ±×¸®°í ÇØ´ç Çаú³ª ±× ¹Û¿¡ ÀÌ¿Í À¯»çÇÑ ÇаúÀÇ ÇÐÀ§·Î ¼±¹ßÇÏ´Â ºÐ¾ß¿¡ ´ëÇؼ­ ÇöÁ÷¿¡¼­ ±Ù¹«ÇÏ´Â ¼Ò¹æ°ø¹«¿øµµ °¡Á¡À» ºÎ¿©ÇÏ´Â ¹æ½ÄÀ¸·Î Àü¹®¼ºÀ» ¿ä±¸ÇÏ°í ÀÖ´Â Çö½Ç°ú ºÎÇÕµÇÁö ¾ÊÀ½À¸·Î ÀÚ°ÝÁõ ¹× °æ·ÂÀ» Æ÷ÇÔÇÏ´Â ÀÀ½Ã ÀÚ°Ý ±âÁØ °­È­ÀÇ Çʿ伺À» Á¦½ÃÇÏ¿´´Ù. 
 µÑ°·Î ½Å·Ú¼º ºÐ¾ß(´Ü°èº° ½ÃÇè ±â°£)¿¡¼­ ´Ü°èº° ½ÃÇè ±â°£ÀÌ Àå½Ã°£ ¼Ò¿äµÊÀ¸·Î ÀÎÇØ Ã¤¿ë±â°üÀÇ ½Å·Ú¼ºÀÌ ¶³¾îÁú ¼ö ÀÖÀ¸¹Ç·Î, ÇöÀçÀÇ ½ÃÇè ±â°£À» °æÂû°ø¹«¿ø ½Å±Ôä¿ë½ÃÇè°ú ºñ±³ÇÏ¿© ´ÜÃàÀÇ Çʿ伺À» Á¦½ÃÇÏ¿´´Ù.
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This study is to suggest future directions of the improvement on the recruiting system of public librarians in Korea through investigating and analyzing conditions, such as the announcement of recruiting, the numbers of recruiting, the standard of the applicants' qualifications, and the subjects of the examination and how to take the examination. The study is divided into three sections. These are the law section which focuses on positive law, the recruiting system procedural section, and the job seekers recognition section. Firstly, the law section mainly investigated the regulations of local public servants' recruiting and examination. Secondly, the procedural section investigated 61 recruitment notification cases from January 3, 2005 to December 31, 2006 which were recorded in ¡®Saseoemaeul(»ç¼­e¸¶À»)'. The last, the section of the job seekers' recognition, adopted a 33-item web questionnaire. The collection and analysis of the data was done with 1,031 questionnaires (799 job seekers and 232 public librarians) which were returned from a total of 1,100 questionnaires(849 job seekers and 251 public librarians) distributed from February 13. 2007 to February 28. 2007. The suggestions for the improvement of the public librarians' recruiting system based on the results of the analysis are as follows: ¨ç It would be desirable that the age limit of the examination should be abolished, but if the age limit has to be set in some inevitable situations, the age limit of the city and provincial educational office and the local government system should be done the same. that is, the age of 32 for an competitive examination and the age of 40 for a special appointment examination. ¨è It would be advisable that the limit of residence should be abolished or extended wider (for example: Seoul and Gyeonggi province, Yeongnam province, and Honam province) which could improve the librarians' professionalism and help the government obtain more talented workers. ¨é In the case of the librarians' qualifications, it would be desirable that standards of the qualification should be stated clearly in the recruiting regulations related to public competition for local government as Gyeonggi-do, city and provincial educational office as Daegu, Incheon, and Kyungwon-do. And it would be advisable that the present qualifications for librarians should be improved as a national certification system. ¨ê It would be desirable that the recruitment notification should be provided in various ways, including on and offline such as newspapers, broadcasting, Saseoemaeul, the web sites of local government and city provincial educational offices, and job portal web sites. And it would be advisable that the Korean Library Association should be actively involved in job information provision. ¨ë It would be advisable that delivering and receiving the examination application through the internet should be performed step by step for the benefit of administration, cost reduction, and time saving. ¨ì It would be desirable that specialized librarians should be recruited for special users (disabled person, children, the elderly etc), functional works (cataloging, classification, reference etc) and the subject departmentalization (social science, law, medical science etc). In addition, it would be desirable that the recruitment could be conducted in major public libraries from the start and spread evenly within a short time. ¨í It would be advisable that the selection of the examination subjects and the standards should be discussed and selected appropriately among experts for suitable job accomplishments. Also, the amount of major subjects should be increased and presented in a rank according to preference. ¨î It would be desirable that the importance of oral examination should be increased with the written section being made up of multiple choice questions and written questions mixed. and all of the questions and answers should be made available to the public. In addition, it would be advisable that the new recruiting examination should be made available for public competitions, and the special appointment examinations should be done according to the conditions and the requirements so as to be transparent and be open for public scrutiny.

[±¹³» ÇÐÀ§³í¹®]

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