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논문 기본 정보
- 자료유형
- 학술저널
- 저자정보
- 저널정보
- 역사교육연구회 역사교육 歷史敎育 第167輯
- 발행연도
- 2023.9
- 수록면
- 49 - 81 (33page)
- DOI
- 10.18622/kher.2023.09.167.49
이용수
초록· 키워드
오류제보하기
“Geogwan(거관)” is an essential concept to understand in order to know how Joseon operated the bureaucracy. In the Joseon Dynasty, the operating system of the bureaucracy and salary system was reorganized focusing on individual work experience, so that the career gained after individuals entered government posts was directly linked to compensation for job performance. This is because in the Goryeo(高麗) Dynasty, the order within the bureaucracy tended to be chaotic as they were often appointed to government posts regardless of their work experience, so it was necessary to correct this.
Compensation for officials’ job performance was largely made in two directions. One was compensation for economic aspects such as salary payments, and the other was promotion to government posts. Economic compensation consumes state finances, and a vacancy in the government office is required to promote the government office. However, both must fall short as the number of officials increases. Therefore, the Joseon Dynasty had to keep the level of national finance and the number of government posts constant. At the same time, the Joseon government had to find ways to make incumbent officials work hard. The methods created from this need were a system that allowed people to receive salaries only during the period of holding the term(遞兒給祿制), and a system that allowed them to be promoted through regular work performance evaluations(都目거관制). The number of people to be promoted was adjusted through a work performance evaluation, and if there was no vacancy for a government position to be promoted, a military position(西班軍職) was given instead, and the military position was taken turns to receive salaries.
“Domok(都目)” was a personnel administration procedure to select people to be promoted, and if they received high grades in this procedure, they could leave the previous government office and move to a higher position in another government office. The most important condition to receive a high ranking was work experience. Working experience was particularly important in occupations where the degree of proficiency in skills necessary for performing work, such as military and technical jobs, was important.
Compensation for officials’ job performance was largely made in two directions. One was compensation for economic aspects such as salary payments, and the other was promotion to government posts. Economic compensation consumes state finances, and a vacancy in the government office is required to promote the government office. However, both must fall short as the number of officials increases. Therefore, the Joseon Dynasty had to keep the level of national finance and the number of government posts constant. At the same time, the Joseon government had to find ways to make incumbent officials work hard. The methods created from this need were a system that allowed people to receive salaries only during the period of holding the term(遞兒給祿制), and a system that allowed them to be promoted through regular work performance evaluations(都目거관制). The number of people to be promoted was adjusted through a work performance evaluation, and if there was no vacancy for a government position to be promoted, a military position(西班軍職) was given instead, and the military position was taken turns to receive salaries.
“Domok(都目)” was a personnel administration procedure to select people to be promoted, and if they received high grades in this procedure, they could leave the previous government office and move to a higher position in another government office. The most important condition to receive a high ranking was work experience. Working experience was particularly important in occupations where the degree of proficiency in skills necessary for performing work, such as military and technical jobs, was important.
목차
1. 序言
2. 去官의 意味와 來歷
3. 去官節次로서 都目의 原則과 運營
4. 結語
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