Global MPM Insight

1. Strengthening Protection and Support for Proactive Administration Civil servants’ reluctance to act proactively does not stem from a lack of willingness. Rather, it reflects a perception - shaped by experience - that when problems arise, responsibility ultimately falls on the individual. To address this structural disincentive, the Ministry introduced institutional safeguards designed to shift incentives and foster a culture of responsible initiative. First, litigation support for public officials involved in legal disputes arising from proactive administration, including criminal complaints or charges, was expanded from a ceiling of KRW 5 million to up to KRW 30 million. In addition, audit exemptions by the Board of Audit and Inspection can now be granted solely through a resolution of the Proactive Administration Committee, easing psychological burdens. Furthermore, the introduction of a dedicated Proactive Administration Protection Officer shifted responsibility for investigation and litigation processes from the individual to a shared organizational framework. Alongside strengthened protective measures, the reward system was also enhanced. Awards for outstanding contributions to proactive administration were expanded, and performance-based incentives were reinforced through the introduction of an SS grade above the existing S grade and the provision of special performance bonuses. Together, these measures established a foundation in which proactive administration is institutionally protected and encouraged, enabling public officials to perform their duties more with greater initiative and confidence. 2025 MPM Key Activities Jeong Dajeong Deputy Director of Planning and Finance Division, MPM The Ministry of Personnel Management (MPM) is a central administrative agency of the Government of the Republic of Korea, established on November 19, 2014, based on the principle that personnel policy is the foundation of national governance. To enhance public trust in the civil service and create an environment in which public officials can work with confidence, the Ministry has pursued a broad range of personnel reforms, including civil service system innovation, recruitment and performance evaluation, compensation and welfare policies, and the strengthening of public service ethics. In 2025, these efforts focused on achieving substantive, institutional-level changes in the way public officials work and in organizational culture. As we enter 2026, this report outlines the Ministry’s key activities over the past year. 2. Enhancing Working Conditions through Improved Civil Service Compensation One of the most structural challenges facing the civil service today is its declining attractiveness. In particular, the early departure of junior officials is not merely a staffing issue but a direct threat to the sustainability of public administration. To address this, practical improvements were made to compensation and working conditions, resulting in a 3.5 percent increase in civil service pay in 2026, marking the largest increase in nine years and exceeding both the inflation rate and minimum wage growth. In particular, additional measures were introduced for junior-level public officials. Based on the starting salary for Grade 9 officials, a phased roadmap was established to raise monthly pay from approximately KRW 2.69 million in 2025 to a target of KRW 3.0 million by 2027, ensuring a minimum level of living stability. 48 Global MPM Insight Vol.5 2025 MPM Key Activities 49 MPM Activities