• The Korean Journal of Archival Studies
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• no.72
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• pp.33-89
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• 2022

Recently, following the opening of the Gyeongsangnam-do Archives and the Seoul Archives, work to establish local archives management institutions in cities and provinces is being actively carried out. In this process, there is an institution directly or indirectly affected by the records management work following the emergence of metropolitan·provincial office of education records management institutions. Article 11 of the current Public Archives Act is centered on cities and provinces, such as giving only the mayor and provincial governor the duty to establish a local record management institution. When a management agency is established, only the obligation to transfer the records with a retention period of 30 years or more among the records under its jurisdiction is specified. This is not appropriate when considering that each metropolitan·provincial office of education and each metropolitan·provincial perform their own duties and roles at the metropolitan·provincial level in accordance with the Constitution and laws. Therefore, in this study, legally, institutionally and historically, the fact that metropolitan·provincial offices of education and metropolitan ·provincial are the core institutions that realize local educational autonomy and local autonomy, and are equivalent administrative agencies independently in charge of their own affairs in their respective jurisdictions. We compared and examined the need to revise Article 11 of the current Public Archives Act, which is overly composed of cities and provinces, and presented the expected effects of the establishment of local records management institutions by cities and provinces of education.

• Journal of the Korea Society of Computer and Information
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• v.26 no.3
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• pp.155-165
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• 2021

The measures to extend local education autonomy are as follows: First, it is necessary to correct the confusion of the legal system of the local education autonomy system. For this, Article 12, Paragraph 2 and 4 of the 「Special Act on Local Autonomy and Decentralization, and Restructuring of Local Administrative Systems」 which state that "The State shall endeavor to consolidate systems for autonomy in education and local government" and "The implementation of autonomy in education and the autonomous police system shall be prescribed separately by Acts" should be deleted. Second, it is necessary to clarify unnecessary legal matters and regulatory measures for unification at the national level and to proactively consider the introduction of the legal trust system, in which education affairs are designated as local governments' own work and the state carries out specific affairs. The decentralization of local education finance is a key factor for the development of local education autonomy, and it requires the transfer of authority and resources to the region, and the enhancement of local autonomy and corresponding responsibility. First, the ratio of special grants must be adjusted further (from 3% to 2%) or the ratio of national policy projects must be lowered. Second, the provision that requires a consultation with a mayor/governor when making a budget covered by transfers from general accounts should be deleted. Third, it is necessary to remove the elements that limit the authority of city and provincial councils. Fourth, it is necessary to integrate the national education tax and the local education tax to create the education autonomy tax (tentative name) for only one independent purpose. Fifth, it is necessary to strengthen the distribution of the total amount of grants and abolish the settlement regulations for the measurement items of standard financial demand. Sixth is the expansion of the participation of stakeholders and experts in the grant distribution process. Seventh, it is necessary to establish a long-term employment system by designating the education finance field as a special field. Eight is the expansion of cooperative governance.

• Journal of the Korea Society of Computer and Information
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• v.28 no.2
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• pp.191-200
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• 2023

The U.S. education policy making and execution process, in which residents can directly participate as members of state or local boards of education, without entrusting a small number of experts to decide on issues of sharply intertwined political interests, can be presumed that it played a role in preventing conflicts and disputes that may arise due to differences of opinion or differences in the interpretation of laws and regulations between subjects. Such a consensus system in the United States suggests a supplementary point to the local education administration system in Korea, where conflicts between various educational entities are occurring because of the current excessive dependence on one superintendent of education.

• Journal of the Korean Society for Library and Information Science
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• v.55 no.3
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• pp.57-77
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• 2021

The identity of public libraries in Japan is a social education institution under the 「Social Education Act」 and the 「Library Act」. For these identities, the local government's board of education has operated and managed public libraries, and some have managed by the Management Outsourcing System to public organizations. Then, in 2003, the 「Local Autonomy Act」 was revised to introduce the Designated Manager System in form of administrative disposition, and expanded the scope of application to private institutions and organizations. As of the end of 2018, 18.0% of public libraries introduced the DMS, but the pros and cons surrounding it are sharply opposed. This study outlined the overall status of the DMS and the introduction of public libraries, and critically reviewed major issues. As a result, As a result, there was much controversy over the expected cost reduction, service improvement, employee professionalism, business continuity, and cooperation network establishment when DMS was introduced. The reasons were due to downsizing-based personnel management, contract-oriented employment, short periods of designation, lack of multiple competitive markets, and declining service capabilities of irregular workers. The public library is a knowledge and cultural infrastructure that enhances human values and social dignity based on faithful collection and active service, and is a local public goods that emphasizes non-exclusion and non-competitiveness. Given the increasing number of cases in which public libraries are recently contracting out to cultural foundations in Korea, DMS is not a fire across the river. We need to be wary of the possibility that Japan's unbearable institutional lightness will be applied to public libraries in Korea.

• Journal of Fisheries and Marine Sciences Education
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• v.24 no.6
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• pp.901-919
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• 2012

The purpose of this study is to conceptualize some issues around university restructuring in Korea, and explore rational-practical solutions ensuring the survival of higher education institutes confronting many challenges like rapid decreasing rate of birth, global open market of higher education system, and the phenomena of concentration on capital city area etc.. In order to achieve study goals, higher education policies and provisions of past governments from DaeJung Kim's to current MeongBak Lee's were analyzed, and also characteristics and directions of university restructuring of each government were identified. Through this analysis, it was evident that the main concern of university restucturing discourse was primarily focused on how to make public universities have high level of competitiveness. On the other hand, private universities had been totally alienated from university restructuring discourse since 1990's, despite their historical and great contributions to national development of our country. Based on some criticisms of educational policies of national government and partial revision proposal of the higher education act initiated by a few assemblymen, this study suggested eight solutions for developmental restructuring of private universities; constructing comprehensive framework of university restructuring, keeping market-friendly restructuring principle to allow universities take an autonomous position, revising methods, criteria and indexes of university evaluation, reducing the number of enrolling students, not the number of universities and colleges, a new policy to develop local universities allying with universities located at capital city area, differentiating private universities into two types of semi- or quasi-national university and complete autonomous university, legislating financial supports to private universities, and lastly, equal treatment of public and private universities in pursuit of half price tuition.

• Archives of design research
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• v.20 no.1 s.69
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• pp.101-110
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• 2007

Since elderly welfare centers were designated as leisure facilities for elders by the Welfare of the Age Act enacted in 1981, they have been built in cities and provinces, but services provided by the facilities have not been diverse. Furthermore, thanks to the full enforcement of the local autonomy system, the number of elderly welfare centers is increasing rapidly. In the Honam area, 36 elderly welfare centers were in operation in 2005, but most of them do not reflect the characteristics of the aged population and the corresponding locality. Neither are there service programs nor detailed plans for spatial structure or layout for such sonics programs. Therefore, this study classified program spaces and analyzed space locations in elderly welfare centers in the Honam area, and investigated the spatial layout of each facility including counseling spaces, medical and rehabilitative spaces, social education spaces, welfare spaces and management spaces. The ultimate purpose of this study is, based on the results of the analysis and investigation, to present basic materials necessary for designing the spatial structure of elderly welfare centers that satisfies various services in consideration of the local characteristics of the Honam area.

• Health Policy and Management
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• v.10 no.3
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• pp.19-49
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• 2000

This study was conducted to help staff members of health centers manage personnel by examining the staff members' recognition level of organization structure of health centers, their motivation, their job satisfaction level and its related factors. Data were collected from 471 staff members of 14 health centers from March 3, 1999 to April 30, 1999. The results of this study are summarized as follows. In recognition levels of organization structure of health centers, the recognition level of necessity of discretion right was highest(3.55 points on the base of 5 points), while the recognition level of the location of decision making right was lowest(2.77 points). The general recognition of organization structure of health centers was 3.06 points, the suitability of division of duties was 3.05 points, and the optimum of manpower and budget was 2.93 points. The staff members' general recognition level of the organization structure appeared significantly higher in case of the groups of small and medium sized cities, above fifties, below high school graduate, above the sixth grade, public service experience of above 20 years, service period of below 2 years at present post, and average monthly salary of one million, eight hundred and ten thousand won. In the recognition level of the location of decision making right, the groups of big cities, male, the married, above the sixth grade, health and administration posts, average monthly salary of one million, three hundred and ten thousand won to one million, and eight hundred thousand won were significantly higher than the other groups. The recognition level of necessity of discretion right was higher in case of the groups of the twenties, the unmarried, above college graduate, nursing post, public service experience of below 5 years, service period of below 2 years at present post, and average monthly salary of below eight hundred thousand won. In the recognition level of suitability of division of duties, the groups of small and medium sized cities, the married, medical technicians, public service experience of above 20 years, and service period of below 4 years at present post were significantly higher than the other groups. In the staff members' recognition levels of organization management, the recognition level of opinion response when making decision was highest(2.92 points). The recognition level of rationality of the target amount establishment method was 2.88 points and the recognition level of personnel management was 2.63 points. The recognition level of personnel management was significantly higher in case of the groups of small and medium sized cities, the forties, above the sixth grade, medical technicians, public service experience of above 20 years, service period of below 2 years at present post, and average monthly salary of above one million, eight hundred and ten thousand won. In the recognition level of opinion response when making decision, the groups of small and medium sized cities, female, the eighth grade, health and administration posts, and service period of below 2 years at present post were higher than the other groups. The recognition level of rationality of the target amount establishment method was significantly higher in case of the groups of above fifties, below high school graduate, above the sixth grade, medical service post, and public service experience of 15 to 20 years. The factors significantly influencing sanitation were sex, education level, the period of public service experience, general recognition of organization structure, recognition of necessity of discretion right, recognition of suitability of division of duties, and recognition of opinion response when making decision. The factors which significantly influenced motivation were marital status, grade, recognition of the location of decision making right, recognition of necessity of discretion right, recognition of division of duties, recognition of opinion response when making decision, and sanitation. Sex, education level, recognition of suitability of division of duties, recognition of the target amount establishment method, and motivation influenced job satisfaction significantly. The factors significantly influencing organization culture were age, the period of public service experience, service period at present post, recognition of optimum of manpower and budget, recognition of suitability of division of duties, recognition of opinion response when making decision, and recognition of rationality of the target amount establishment method. In the coming days, the staff members' job satisfaction level must be increased through motivation and efficient conduct of duty must be accomplished through rational organization structure and management. Moreover, change of the staff members' consciousness and administrative system which are suitable for local autonomy system have to be established with increase of local residents' consciousness level and education level. Forming organization culture by reformative idea which fits the new era, public health service by the Community Health Act and health education service by the Health Promotion Act must be carried out efficiently. In doing so, financial support of central government and active efforts and concerns of local governments have to be devoted in order to get public health service in which peculiarity of the community is considered to be pursued well.