Incheon City will implement a systematic and phased organizational adaptation program to help new civil servants settle into the public sector early and increase their job satisfaction.
According to the city on June 11, among the 37 Incheon City civil servants who voluntarily resigned last year, 59.4% (22 people) were new employees with less than five years of service. Although this is slightly lower than 72.9% (27 out of 37) in 2022 and 70.7% (29 out of 41) in 2023, it still represents a high proportion.
The city analyzed that new civil servants face difficulties adapting to the organization in the early stages of their public service careers. To help them adjust to their first assignments and develop pride in their public service roles, Incheon City has established a three-step organizational adaptation program consisting of "Welcome-Adaptation-Management."
First, immediately after appointment, new civil servants receive a "Welcome Kit" to mark their entry and participate in a mentoring program with senior civil servants to support emotional stability and organizational adaptation. The Welcome Kit includes a welcome card, a public office guide calendar, a tumbler, a toothbrush sterilizer, and other items. Civil servants who participate in the mentoring program are provided with a small activity allowance and incentives.
During the adaptation stage, the city supports the enhancement of new employees' job competencies through customized job training and a practical work guidebook. The job training covers topics such as public service values, work systems, understanding common job roles, and document writing practice. A dedicated team has been established to ensure the systematic operation of the training program.
The work guidebook is provided in PDF format so that new employees can gain an overall understanding of their duties even before joining. In addition, a "1-night, 2-day academy camp" is held to foster public service identity and camaraderie among colleagues.
In the management stage, the city conducts online and offline personnel consultations within three months of appointment to gather feedback on difficulties and concerns. If necessary, the mandatory service period in the initial department of assignment (previously two years) can be shortened to one year as part of a flexible personnel management approach. Furthermore, when an employee submits a resignation request, the city will identify the specific reasons for leaving and use this information as basic data to improve public service systems.
An Incheon City official stated, "It is most important to start one's public service career on the right foot," adding, "We will continue to develop customized support programs so that new civil servants can adapt with a sense of belonging and pride in the organization."
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