Mapo-gu, Hyo-do Vacation · Guro-gu, Special Birthday Leave · Gwangjin-gu, Fast Promotion from Grade 9 to 8, Introduction of Special Promotion System
Seoul Metropolitan City lives up to its name. It is not just a special city.
It demonstrates an administrative level befitting a special city, leading the nation in administration ahead of any other region.
Even in neighboring Gyeonggi Province near Seoul, the administrative approach is distinctly different from that of Seoul, to the point where people question, "Is there any administration at all?"
This is the result of the tireless efforts of Seoul's district government officials working on the ground to improve residents' quality of life.
Accordingly, the 25 district mayors of Seoul have prepared various reward measures to respond to the hard work of their employees, receiving positive feedback.
Seoul's districts are making every effort to enhance employee welfare under the belief that "employees must be happy for residents to receive happy services."
Park Gang-su, Mayor of Mapo District, organized an event to support the employees who work hard for the residents.
Mapo-gu, Customized Employee Welfare Brings a Breath of Fresh Air to the Workplace
From Filial Piety Leave to Direct Communication Bell, Over 40 Diverse and Detailed Welfare Programs Established
Mapo-gu (Mayor Park Gang-su) announced that it is implementing various welfare programs to boost employees' work motivation, encourage their efforts, and create a better working environment.
Although workloads seemed to decrease as daily life normalized after COVID-19, Mapo-gu employees actually faced challenging times due to supporting the Jamboree participants, hosting the closing ceremony of Sangam World Cup Stadium, Seoul's forced construction of an additional waste incineration plant in Mapo-gu, and the Halloween day crowd of 100,000 in Hongdae.
In response, Mapo-gu developed welfare programs from the employees' perspective to encourage those who devoted themselves day and night regardless of their job responsibilities.
The employee welfare programs promoted by Mapo-gu in the 8th elected term include about 40 diverse projects, including 14 scheduled for implementation in 2024.
Representative welfare programs include ▲ Filial Piety Leave ▲ Direct Communication Bell ▲ Self-Development Leave ▲ Welfare Points for Newly Appointed Employees ▲ Psychological Counseling Support ▲ Expansion of Award Recipients ▲ Support for Club Instructor Fees ▲ Creation of Employee Rest Areas ▲ Pain Treatment and Nutrition Counseling ▲ Special Birthday Leave.
In particular, the Filial Piety Leave, which can be used without concern for others as a vacation with parents, and the extended long-term service leave expanded to employees with 5 to less than 10 years of service, have received enthusiastic responses from employees.
Detailed welfare support is also provided for employees in emotional labor roles struggling with malicious complaints. To protect employees exposed to abnormal crimes and verbal abuse due to open office spaces and public-facing duties, the district provides wearable cameras and supports psychological counseling and healing programs to help employees relieve stress and recharge.
Furthermore, to ensure no employee is left out of welfare improvements, the district considered different perspectives. It resolved promotion bottlenecks by adjusting staffing to provide promotion opportunities for minority job categories such as social welfare, taxation, and driving. It also significantly improved facilities like disabled restrooms and workplace daycare centers to enhance convenience for disabled and childcare employees.
Recently, to understand employees' difficulties and strengthen mutual communication, the district implemented the 'Direct Communication Bell' where employees and the mayor communicate openly. This system allows conversations on personnel, welfare, and everyday topics with the mayor. For example, on the 1st of the month, newly appointed officials who applied for the Direct Communication Bell had lunch with the mayor and discussed public service life and life experiences.
Park Gang-su, Mayor of Mapo-gu, said, "Thanks to employees who took the initiative beyond their duties and worked hard for residents, we could create a safe and healthy Mapo. We will continue to develop various welfare programs to create a better working environment in return for their dedication and efforts."
Guro-gu Expands Employee Welfare for a Workplace People Want to Join and Happy Families, Including Special Birthday Leave
New Special Birthday Leave, Cancer-Specific Health Checkup Support, Administrative Liability Insurance Enrollment, Expanded Childbirth Support
Guro-gu (Mayor Moon Heon-il) has expanded employee welfare to create a "workplace people want to join and happy families."
First, the district introduced a special birthday leave this year. Employees receive one day off in the month of their registered birthday and can choose any day within that month to take the leave.
While continuing to support comprehensive health checkup costs biennially for general health checkup candidates aged 20 and over, from this year, the district additionally supports cancer-specific health checkup costs up to 60,000 KRW for non-eligible employees, covering basic tests and tumor marker tests.
This additional health checkup support was initiated based on the suggestion of Mayor Moon Heon-il, who cares about employee health.
The district also enrolled in 'Administrative Comprehensive Liability Insurance' to cover unavoidable litigation costs and damages arising from administrative duties, allowing employees to work with peace of mind. In case of civil or criminal lawsuits or investigations during official duties, litigation costs and damages are compensated up to 30 million KRW per incident and 500 million KRW annually.
Childbirth support has been expanded to contribute to national efforts to overcome low birth rates. Customized welfare points previously provided at 100,000 KRW per child regardless of birth order have been increased to 300,000 KRW for the first child, 500,000 KRW for the second, and 1,000,000 KRW for the third. Infertility diagnosis costs of 1 million KRW and childbirth costs of 300,000 KRW have been added to the employee group insurance coverage to promote more active childbirth support.
Other representative welfare programs include year-round resort operation, operation of Guro Welfare Center (cafeteria and Cafe 95), flu vaccination support, birthday celebration encouragement, wedding and elementary school entrance congratulatory encouragement, and Family Love Day operation.
Among these, the monthly birthday celebration event for employees is attended by Mayor Moon, who personally sings birthday songs, creating an informal communication time.
Mayor Moon Heon-il of Guro-gu said, "We operate various welfare systems with the belief that happy employees lead to happy residents and district growth. We will continue to strive to contribute to building a workplace people want to join and happy families."
Gwangjin-gu Creates a Working Atmosphere with Fast Promotion from Grade 9 to 8 and Special Promotion System
Various Communication Channels Such as ‘Birthday Celebration Day’ and ‘Communication Development Center’ Established
Gwangjin-gu (Mayor Kim Kyung-ho) has reduced the number of Grade 9 positions and increased Grade 8 positions to provide incentives for hardworking Grade 9 employees by shortening the minimum promotion period, attracting attention by allowing them to feel rewarded in public service.
Mayor Kim Kyung-ho emphasized internal communication, saying, "To lead district administration well, communication with residents is necessary, and continuous and sufficient communication with employees is essential."
The basic salary for a Grade 9, Step 1 public official is about 1.8 million KRW, which is below the minimum wage. Due to economic difficulties, some officials take on second jobs or leave public service, shaking the public sector.
In response, the district actively reflected employees' opinions and prepared various improvement measures to help young employees grow and demonstrate their capabilities in public service.
First, to address difficulties expressed by MZ generation employees regarding low wages at minimum wage levels and conservative organizational culture, the district flexibly adjusted staffing. By reducing Grade 9 positions and increasing Grade 8 positions, it created incentives for hardworking Grade 9 employees through fast promotion, allowing them to feel rewarded in public service.
To boost morale, the district introduced an important duty allowance system. This system pays allowances based on the importance and difficulty of the duties performed. Fifty-five selected employees receive monthly allowances of 100,000 to 150,000 KRW for six months.
Additionally, the district plans to operate a 'special promotion system' to recognize outstanding employees and foster a 'working organizational atmosphere.'
The budget for operational expenses in frontline departments was sufficiently allocated. To strengthen field-centered communication administration, budgets for support departments such as General Affairs, Autonomous Administration, Planning and Budget, and Public Relations were reduced, while budgets for frontline departments like Street Scenery, Housing Projects, Flood Control, and Roads were increased to facilitate smooth work.
The district also listened to the small voices of practical employees. It eliminated materials for meetings held 2-3 times a week to reduce workload. It promoted 'discarding unnecessary tasks' to improve habitual and inefficient work methods. Twenty-six tasks, including the 'One Department One Welfare Facility Partnership Project,' were integrated or eliminated to improve work efficiency.
Furthermore, through various communication channels such as 'Birthday Celebration Day' and 'Communication Development Center,' employees freely share suggestions, difficulties, and organizational improvement ideas.
An employee said, "There is a lot of work, but I feel motivated because my efforts are recognized and rewarded."
Mayor Kim Kyung-ho of Gwangjin-gu said, "I thank our employees who trust and work hard. Please feel free to share good ideas anytime. We will continue to communicate with employees to create a flexible organizational culture and a pleasant working environment."
Jung Won-oh, Mayor of Seongdong-gu, who signed the 'Happiness Management Season 3' agreement for a harmonious balance between work and life
Seongdong-gu Promotes ‘Happy Management Season 3’ for Harmonious Work-Life Balance
‘Happy Management Season 3’ Agreement Signed, 10 New Projects for Work Environment Improvement Launched
Seongdong-gu (Mayor Jung Won-oh) is promoting ‘Happy Management Season 3’ to create a workplace culture where work and life are harmoniously balanced. This initiative aims to contribute to building a happy public service society amid a growing trend of young public officials in their 20s and 30s choosing to resign due to low wages and high-intensity complaints.
Seongdong-gu signed a joint labor-management agreement for ‘Happy Management Season 3’ with the Seoul Regional Headquarters of the Korean Government Employees' Union, Seongdong Branch. The agreement focuses on welfare and work environment improvements to foster a healthy and vibrant organizational culture where work-life balance is achieved. It includes ▲ creating a healthy and vibrant organizational culture through work-life balance, ▲ continuously promoting happy management projects accessible to all employees, and ▲ enhancing employee satisfaction through diverse and fair welfare projects.
This year, reflecting labor-management council discussions, the district will launch 10 new projects alongside existing happy management initiatives. New programs include congratulatory points for new employees upon regular appointment after probation, flu vaccination support for winter health care, activation of parental leave systems for work-family balance, and enrollment in personal information liability insurance to prepare for data breaches. Additionally, the district plans to expand resort use, group insurance coverage, and support for workplace clubs to improve working conditions.
Mayor Jung Won-oh of Seongdong-gu said, "We operate happy management projects with the belief that improving employee job satisfaction leads to better administrative services for residents. We will continue to listen to employees and carefully consider working conditions to create a happy workplace."
Gwanak-gu Provides Wedding Celebration Gifts, Runs Expectant Parents Program, and Gives Childbirth Celebration Points
Various Family-Friendly Projects Promote Work-Family Balance and Create a Workplace Culture Where Employees Can Work with Peace of Mind
Gwanak-gu (Mayor Park Jun-hee) is promoting various family-friendly projects to support work-family balance and create a workplace culture where employees can work with peace of mind.
The initiatives aim to foster a marriage culture among unmarried employees, create an atmosphere where employees can work without concern during pregnancy and childbirth, and alleviate the social issue of low birth rates by providing conveniences for employees with childcare responsibilities.
First, the district provides congratulatory gifts such as wine glasses and tableware sets to employees upon marriage. For employees expecting a baby, the district operates the ‘Expectant Parents’ program, providing congratulatory gifts including prenatal vitamins and expectant mother badges.
The ‘Expectant Parents’ program naturally informs colleagues of the pregnancy to create a celebratory atmosphere and has received positive responses from employees. Last year alone, the district gave congratulatory gifts to 18 expectant mothers and 9 expectant fathers.
An expectant mother employee said, "I felt a bit hesitant to share my pregnancy news with colleagues, so I cautiously told only a few, but the department congratulated me first, which made me very happy. The congratulatory gift items were substantial and diverse, which will be very helpful."
Additionally, the district provides welfare points to employees upon childbirth and offers opportunities for the whole family to enjoy together through caravan and glamping operations. Night shifts will also be exempted for female employees with children in second grade or below in elementary school.
Mayor Park Jun-hee of Gwanak-gu said, "We are working hard to create a healthy workplace culture where employees can work without concern during pregnancy, childbirth, and childcare. We will continue to expand various family-friendly projects to support work-family balance."
Dongjak-gu Supports New Officials Without Housing by Providing Officetels to Two New Employees
Launched ‘Healing Program’ for Rest and Recovery at Gapyeong Jat Hyanggi Green Forest
Dongjak-gu (Mayor Park Il-ha) has expanded 14 welfare projects and created 25 new ones to build a safety net enabling employees to work diligently during the 8th elected term.
This reflects Mayor Park Il-ha’s commitment that improving employee welfare ultimately benefits residents.
A career bureaucrat with extensive field experience as former Director of Wonju Regional Land Management Office and Director of Gyeonggi Province Construction Bureau, Mayor Park is known for his hard work visiting flood sites and more since taking office last year.
Because of this, employees are known to work somewhat hard, but Mayor Park’s ‘warm heart’ to make welfare the highest level for employees is evident in these efforts.
First, the district provides housing support for employees without homes. Two new officials receive officetels.
Additionally, 13 employees without homes will receive support for local housing lease deposits. For leased homes with deposits under 650 million KRW, up to 50% of the deposit, with a maximum of 200 million KRW per person, will be supported.
A 25-year-old new official from a province said, "Coming alone to Seoul from the provinces, I was speechless at the high housing prices, but thanks to the welfare system, I can receive housing support. Also, I am grateful to be able to have breakfast for just 1,000 KRW."
Alongside this, the district opened the ‘Mind Talk’ psychological counseling center within the government building in May, the first among Seoul’s 25 districts. Within a month, 26 people (57 cases) participated, with 1-on-1 counseling and regular checkups available by appointment. From next month, psychological counseling will also be offered by visiting neighborhoods.
Moreover, the district started a ‘Healing Program’ at Gapyeong Jat Hyanggi Green Forest, featuring meditation, barefoot walking, and woodworking experiences. Since June, it has also conducted life keeper education for suicide prevention.
Notably, Dongjak-gu offers breakfast for just 1,000 KRW. Although regular breakfast is known to help prevent diabetes and improve health, it is often difficult to practice.
In this high-price era, the ‘1,000 KRW Breakfast’ is popular among employees. On the last Wednesday of each month, ‘World Food Day’ introduces cuisines from around the world.
A Dongjak-gu official said, "Mayor Park Il-ha proposed this so employees can eat breakfast without burden and stay healthy."
Additionally, the district supports ‘Home Safety Equipment’ for single-person households living locally and provides ‘Portable Protection Equipment’ to protect public officials handling complaints. Applicants for home safety equipment can receive up to 200,000 KRW for items such as smart doorbells, window stoppers, or portable emergency bells.
Mayor Park Il-ha said, "I will do my best to improve employee welfare. This is the shortcut to creating a working organization that ultimately benefits residents."
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