Retirement Management of FIREFIGHTERS in KOREA

Ryu Sang il J-INSTITUTE 2017 International Journal of Human & Disaster Vol.2 No.2

Among the ways to improve the treatment of firefighters, firefighter retirement management is important, and to look at the previous studies, many results derived show that firefighters are worried about life after re-tirement because there is poor practice of retirement management due to lack of retirement management sys-tem. Thus, this study attempts to examine the retirement management system of public firefighters to improve the treatment for firefighters, and to investigate current problems and future improvement strategies. To im-prove the retirement management of Korean fire bodies, the following should be urgently improved. First, the public firefighter’s retirement management system should be settled. Currently, in the case of firefighting organ-izations, the regulations on retirement management are insufficient, and there is also a lack of legal and institu-tional arrangements for dedicated organizations, personnel and/or programs. Because of this, public firefighters are complaining about the inconvenience that they should do their own retirement management themselves. Since the retirement management system is so insufficient as compared to other private companies and general public officers and police officers, the legal system for firefighter retirement management should be provided first. Second, it is necessary to establish a special organization that specializes only in retirement management in the firefighting organization, and it is necessary to employ the appropriate personnel for the firefighting re-tirement management organization and operate various retirement management programs. Third, it is neces-sary to maintain a cooperative relationship with other organizations’ retirement management systems, such as introducing private retirement management programs and attracting beneficial lectures, by benchmarking or-ganizations that are currently performing well in retirement management such as private companies. This is because retirement management of firefighting organizations is at the basic stage, and it is considered that the linkage with other organizations will have a synergy effect. Lastly, firefighters have insufficient retirement man-agement owing to the difficulty managing every single day without thinking about the future because they have difficulty in working conditions and environment. Therefore, if the firefighters’ working environment and treat-ment are urgently improved, it is judged that there is room for mind enough to consider retirement management.

소비자의 확정기여(DC)형 퇴직연금 관리역량 및 심리적 편향이 관리행동에 미치는 영향

장경영,최현자 한국FP학회 2022 Financial Planning Review Vol.15 No.3

This study attempted to solve the problem that the subscribers of defined contribution(DC) retirement pensions are very passive in managing their pensions despite the investment decisions determining the asset size at the time of retirement. This study examined the retirement pension management capability and behavior of DC subscribers, to understand the current situation and determine the effect of the retirement pension management capability and psychological bias on the retirement pension management behavior. The Wiggins & McTighe (1998) method of organizing the hierarchy of knowledge (big ideas, core knowledge, and content that needs to be familiar) was used to clarify the details of management knowledge and management skill required for DC subscribers. As a result of the analysis, the level of retirement pension management capability of the DC subscribers in Korea was 74 points (out of 100 points), with the highest management attitude of 76.3 points, followed by management knowledge of 73.3 points and management skill of 67.9 points. In the case of management behavior, more subscribers did not act than those who did in the first stage (management goal setting and checking behavior) or in the third stage (management execution behavior). In the second stage (management method search and comparison behavior), the information search behavior was relatively higher than that of the other management stages. In the fourth stage (management performance evaluation behavior), the subscribers regularly check the management performance but are passive in reflecting the results in their investment portfolios. An analysis of the effect of DC retirement pension management capability on management behavior found a statistically significant effect on the overall management behavior and each stage of the management behavior. In other words, the higher the retirement pension management capability, the more actively the retirement pension is managed. This is commonly applied to all stages of retirement pension management. The methods were compared and searched, and the execution and management performance evaluations were more active. These results confirm that a higher level of retirement pension management capability indicates a higher level of management behavior. Moreover, these results can be used as an empirical basis to prove that retirement pension management capability needs to be improved for active retirement pension management behavior. Finally, as a result of examining the moderating effect of psychological bias on the effect of retirement pension management capability on retirement pension management behavior, the moderating effect of self-confidence in the second stage(management method search and comparison behavior) and the moderating effect of status quo bias in the fourth stage(management performance evaluation behavior) were confirmed.

Empirical Study on the Retirement Management through Perception Survey of Firefighters

Dong-Kyun Yim 위기관리 이론과 실천 2021 Journal of Safety and Crisis Management Vol.11 No.5

The purpose of the present research was to provide baseline data for developing improvement measures for retirement management systems of firefighters, by conducting and analyzing an investigation on firefighters and their job activities after retirement. As a result of analysis, firefighters were most concerned with the financial portion among the concerns for their life after retirement. However in terms of financial preparations, there was nothing prepared other than pension for public officials and it was found that 72.1% had intentions to continue work even after their retirement. Moreover, it was found that if they were to continue working, they most preferred full-time employment of living expenses standards. In order to improve retirement management based on the empirical study on the retirement management of firefighters, the establishment of reemployment policies must be achieved through revitalization of support centers for changing occupations such as networks and organizations exclusively for changing occupations and retirements, as well as development of retirement programs for future retired firefighters

공무원 퇴직관리의 현황과 발전방향에 관한 연구 -퇴직예정공무원과 퇴직공무원의 인식을 중심으로

최무현,김경희,김소현 한국공공사회학회 2021 공공사회연구 Vol.11 No.2

The purpose of this study is to comprehensively review the current status of retirement management systems for civil servants in Korea, analyzes the survey of civil servants scheduled to retire and retired civil servants to improve their stability and satisfaction in post-retirement life. The survey was conducted on retired civil servants and civil servants scheduled to retire. The results of the analysis are as follows: The higher the level of retirement preparation, the stronger positive relationship of post-retirement life satisfaction, and the earlier the retirement preparation and the higher the understanding of the retirement support system, the higher positive relationship of the post-retirement life satisfaction. Based on the results of these analyses, the direction of retirement management of civil servants shall be as follows: First, a comprehensive and systematic mid- to long-term civil servants retirement management plan shall be established. Second, a customized retirement supporting system shall be established. Third, retirement management needs to be applied from the perspective of career development by the whole life cycle of civil servants. Fourth, a governance system for civil servants' retirement management needs to be established. 본 연구는 공무원의 퇴직준비 및 관리체계에 대한 현황을 포괄적으로 검토하고, 퇴직예정 공무원과 퇴직 공무원을 대상으로 한 설문조사 분석을 통해, 공무원들의 퇴직후 생활의 안정감과 만족도를 높이고, 공직 경험을 활용한 새로운 사회가치를 창출할 수 있는 공무원 퇴직관리의 발전방안을 도출하는 것을 목적으로 하였다. 설문조사는 국가 일반직 퇴직공무원(이하 퇴직자)과 퇴직예정 공무원(이하 퇴직예정자)을 대상으로 이루어졌다. 분석결과를 종합하면 다음과 같다. 퇴직준비의 수준이 높을수록 강한 정의 퇴직후 생활만족도를 기대할 수 있으며, 퇴직준비의 시기가 빠를수록 그리고 퇴직지원 제도의 대한 이해 정도가 높을수록 퇴직후 생활만족도가 높다고 할 수 있다. 분석결과를 바탕으로 앞으로 공무원 퇴직관리 방향을 제언하면 다음과 같다. 첫째, 종합적이고 체계적인 중장기 공무원 퇴직관리 계획이 수립되어야 한다. 둘째, 수요자 중심의 맞춤형 퇴직지원체계가 구축되어야 한다. 셋째, 퇴직관리는 공무원의 생애주기별 경력개발의 관점이 적용될 필요가 있다. 넷째, 공무원 퇴직관리의 거버넌스 체계가 구축될 필요가 있다. 그 밖에도 퇴직준비 교육이 능동적인 학습의 형태를 갖출 필요가 있고, 퇴직자나 퇴직예정자 뿐만 아니라 그 가족까지도 정책의 대상으로 포함시킬 필요가 있다.

확정기여(DC)형 퇴직연금 투자 시뮬레이션 경험이 DC형 가입자의 적립금 관리태도에 미치는 영향

장경영(Kyoung young Jang),최현자(Hyuncha Choe) 한국FP학회 2020 Financial Planning Review Vol.13 No.4

본 연구는 저금리 기조의 지속으로 확정기여(DC)형 퇴직연금 가입자가 증가하고 있는 상황에서 근로자들이 자신의 노후를 위한 적립금을 좀 더 적극적으로 관리할 수 있도록 적립금 관리에 필요한 태도를 함양할 수 있는 방안을 제시하기 위해 투자 시뮬레이션 경험이 적립금 관리태도에 미치는 영향을 살펴보고자 하였다. 이를 위해 DC형 퇴직연금에 가입하고 있는 30~50대의 상용직 임금근로자 468명을 대상으로 설문조사를 실시하였으며, 연구결과는 다음과 같다. 첫째, DC형 퇴직연금 가입자의 가입현황 및 적립금 관리행동을 분석한 결과, 가입자 중 상당수가 본인이 스스로 책임져야 하는 퇴직연금의 핵심 내용조차 알지 못하는 것으로 나타났다. 투자상품을 1년에 한 번도 변경하지 않는다는 응답이 74.4%에 달해 가입자 4명 중 3명은 적립금을 관리하지 않고 사실상 방치하는 실정이었다. 둘째, 탐색적 요인분석을 통해 적립금 관리태도의 네 가지 구성요인과 측정 문항을 정리하고 이를 활용해 DC형 가입자들의 적립금 관리태도 수준을 파악한 결과, 적립금 관리태도 종합 점수(만점 50점)가 평균 36.16점(표준편차 5.22점)으로 나타났다. 100점 만점 점수로 환산한 구성요인별 점수는 적립금 관리방법 이해의 필요성 인식 점수가 79.04점으로 가장 높았고 적립금 관리에 대한 감정 점수가 56.08점으로 가장 낮았다. 셋째, 투자 시뮬레이션이 DC형 퇴직연금 가입자의 적립금 관리태도 구성요인 중 적립금 관리방법 이해의 필요성 인식에 통계적으로 유의미한 영향을 미친다는 사실을 확인하였는데 이는 투자 시뮬레이션이 적립금 관리태도를 함양하는 효과적인 도구가 될 수 있음을 시사한다. This study tried to examine the effects of investment simulation experience on Defined Contribution (DC) retirement pension subscribers’ management attitude of reserves in order to present a plan which cultivates the attitude necessary for reserve fund management so that workers can more actively manage reserves for their retirement. A survey was conducted on 468 regular wage workers in their 30s to 50s who are enrolled in the DC retirement pension. The analysis results and conclusions are as follows. First, as a result of analyzing the subscription status and management behavior of DC retirement pension subscribers, it was found that many of the subscribers did not even know the core contents of the retirement pension that they are responsible for themselves. As 74.4% of the respondents said they did not change their investment products once a year, three out of every four subscribers did not manage their reserves and virtually neglected them. Second, through exploratory factor analysis, the four components and measurement questions of the reserve management attitude were summarized, and as a result of grasping the level of reserve management attitude of DC subscribers, the average of the overall reserve management attitude score was 36.16 points out of a possible 100. As for the score for each component, the recognition score for the need to understand how to manage reserves was the highest with 79.04 points, and the emotion score for the management of reserves was the lowest with 56.08 points. Third, it has been confirmed that investment simulation has a statistically significant effect on the recognition of the need to understand how to manage reserves among the components of the reserve management attitude of DC retirement pension subscribers, indicating that investment simulation can be an effective tool for cultivating the reserve management attitude.

서울시 소방공무원의 퇴직관리: 실태와 정책적 지원

이미리 ( Mi Ree Lee ),이영민 ( Young Min Lee ) 한국지방행정연구원 2014 地方行政硏究 Vol.28 No.3

본 연구의 목적은 서울특별시 퇴직예정 소방공무원의 퇴직관리 실태를 조사하고, 이를 바탕으로 효과적인 퇴직지원방안을 탐색하는데 있다. 50대 이상의 서울시 소방공무원 214 명을 대상으로 설문조사를 실시하였다. 연구결과는, 첫째, 퇴직준비 수준은 낮은 것으로 인식하고 있었다. 둘째, 퇴직관리 요구를 조사한 결과 대부분이 퇴직관리 프로그램이 필요하다고 응답했으며, 아울러 퇴직관리 프로그램 운용 시 참여하겠다고 응답하였다. 퇴직관리 프로그램의 내용으로는 건강관리, 여가활동, 재정관리, 재취업, 자기계발, 사회공헌, 생애설계, 창업분야 순으로 선호하는 것으로 나타났다. 셋째, 퇴직관리 프로그램 운용 주체로는 민간기관을 가장 많이 선호하였으나, 이러한 프로그램 운용을 위한 가장 적합한 방법으로는 퇴직 소방공무원 전담 지원센터를 설치·운영해야 한다는 의견이 가장 많았다. 소방공무원의 적극적인 퇴직관리 운영을 위하여 퇴직 계획부터 교육, 상담 및 퇴직 후 정보제공 등 통일된 하나의 서비스를 제공할 수 있는 시스템 구축이 필요하다는 점을 제언하였다. The purpose of this study was to examine the current states in terms of the retirement perception and policy implications for those fire-fighting officers who are scheduled to retire. The survey was conducted for the 214 Seoul fire-fighting officers aged 50 years old or above. The results of study was as follow. First, the retirement perception was shown to be generally positive; however, the preparation level for retirement was found to be low. Second, there was a high degree of interest for retirement management. Third, the most preferred institution as an operating entity for retirement management programs was found to be a private institution. In addition, the opinion of building and operating a support center dedicated for retired fire-fighting officers accounted for the highest proportion as the most appropriate method to operate the aforementioned programs. As a result, it would be imperative to seek for a measure to implement a system such as the retirement management support center, which can provide an integrated service that includes retirement planning, education, consultation, provision of information after retirement for the purpose of an active operation of retirement management of fire-fighting officers.

정년퇴직 준비교육의 특성이 참가자의 교육만족도, 기업이미지, 지식공유의도에 미치는 영향

김길동 ( Kil-dong Kim ),정무관 ( Mugoan Jeong ) 한국윤리경영학회(구 한국기업윤리학회) 2020 윤리경영연구 Vol.20 No.2

본 연구는 윤리경영에 대한 관점이 주로 기업외부와의 관계 또는 기업의 최고경영층의 활동에 국한되었다는 한계를 극복하기 위한 방안으로, 조직 내 구성원들이 기업의 발전을 위하여 자발적으로 지식을 공유하는 것 또한 윤리경영의 중요한 한 부분임을 이론적 및 실증적으로 보여주고자 하였다. 이를 위하여 본 연구는 베이비부머의 대규모 은퇴로 인하여 기업에서 발생되는 지식 및 노하우의 공백을 극복하기 위한 방안으로, 정년 퇴직자 대상자에게 제공하는 정년퇴직 준비교육을 통해 지식공유의도를 향상시킬 수 있는지를 확인하고자 하였다. 정년퇴직 준비교육의 특성으로 효용성과 참여도를 고려하였고, 정년퇴직 준비교육의 효과로 교육만족도와 기업이미지 및 지식공유의도를 고려하였다. 이러한 변수들과 관련된 이론과 선행 연구들을 토대로 교육만족도와 기업이미지를 정년퇴직 준비교육의 특성이 지식공유의도에 미치는 영향을 매개하는 변수로 설정하였다. 설정된 가설을 검증하고자 정년퇴직 예정자들을 대상으로 퇴직에 대한 의미와 향후의 사회적응을 위한 체계적인 교육을 제공하고 있는 기업의 협조를 받아 정년퇴직 준비교육 참가자들과 이들의 직속상사를 대상으로 설문을 실시하였다. 정년퇴직 준비교육의 효용성은 교육의 효과로 고려한 교육만족도와 기업이미지 및 지식공유의도의 세 변수 모두와 정(+)의 관계가 있었지만, 정년퇴직 준비교육의 참여도는 교육만족도에만 정(+)의 관계를 보였다. 그리고 기업이미지는 정년교육의 효용성이 지식공유의도에 미치는 영향을 매개함을 확인하여, 정년퇴직 준비교육이 지식공유의도에 미치는 과정을 설명할 수 있었다. 정년 퇴직자들이 보유한 지식을 활용하는 방법으로 기존 연구들은 전직지원 또는 임금피크제를 통한 재고용 등 간접적인 지식전달을 고려하였지만, 본 연구에서는 정년 퇴직자들의 지식공유의도를 직접적으로 향상시킬 수 있는 방안으로 정년퇴직 준비교육을 고려할 필요가 있음을 실증적으로 보여주었다. 아울러, 기업이미지의 매개효과를 확인함으로써, 기업에서 지식공유의지를 향상시킬 수 있는 방법에 대한 프로세스를 이해하는데 기여하였다. It has been pointed out that research on ethical management was mainly focused on external relations or the activities of top-level managers. Therefore, this study aims to show theoretically and empirically that voluntary knowledge sharing is an important part of ethical management for corporate development. Specifically, this study was conducted with the aim to overcome the gap in knowledge and know-how that occurs in companies due to the large-scale retirement of baby boomers and to check whether knowledge sharing intentions can be improved through retirement preparation training provided to retirees. As aspects of retirement preparation training, effectiveness and participation were considered, and educational satisfaction, corporate image, and knowledge sharing intentions were considered the effects of the preparation training for retirement. Based on theories and previous studies related to these variables, education satisfaction and corporate image were considered to have mediating effects on the relationships between the characteristics of retirement preparation training and knowledge sharing intentions. In order to test the hypotheses established, a survey was conducted with participants in retirement preparation training and their direct supervisors with the cooperation of companies that provide systematic education for retirement and future social adaptation. The effectiveness of retirement preparation training was positively related to education satisfaction, corporate image, and knowledge sharing. However, participation in retirement preparation training was only positively related to education satisfaction. It was also confirmed that corporate image mediated the effectiveness of retirement preparation education on knowledge sharing intentions. Based on these findings, it was possible to better understand retirement preparation training for knowledge sharing intentions.

연금화 의사결정과 닻 내리기 효과

주소현 ( So Hyun Joo ),윤민재 ( Min Jae Yun ) 한국소비자학회 2014 소비자학연구 Vol.25 No.5

기대수명의 증가와 조기 은퇴의 확산 등으로 인하여 점차 은퇴 기간이 길어짐에 따라 은퇴 자금 축적 및 증식 못지않게 은퇴자금을 어떻게 관리하여 자금의 고갈 없이 은퇴 생활비를 조달할 것인가가 중요한 문제로 자리 잡고 있다. 본 연구는 개인 소비자의 은퇴설계에서 연금화 관련 의사결정에 심리적인 편향 중 하나인 닻 내리기(Anchoring)가 영향을 미칠 수 있을 것인지 살펴보고자 하였다. 서울 및 수도권에 거주하고 있는 40대 남녀 806명을 대상으로 실험 조작을 포함한 온라인 설문을 실시한 결과, 연금화 의사결정에 닻 내리기가 영향을 미칠 수 있음이 나타났다. 본연구에서는 연금화와 관련된 주요 이슈 중 하나인 연금화 비중에 대하여 살펴보았는데, 이를 은퇴이후 개인이 희망하는 은퇴생활비의 몇 %를 연금으로 수령 받고자 하는가에 대한 연금수령 프레임과 은퇴자금의 몇 %를 연금에 가입할 것인가에 대한 연금가입 프레임으로 나누어서 살펴보았다. 또한, 닻을 제공하는 자를 전문가와 일반인으로 나누어서 제시하여 닻 제공자의 신빙성에 따른 차이를 살펴보고자 하였으며 닻 수준을 큰 수(높은 수준 닻)와 작은수(낮은 수준 닻)로 나누어서 닻 내리기효과를 파악하고자 하였다. 연구의 결과 연금수령 프레임과 연금가입 프레임 모두 닻 내리기 효과를 발견할 수 있었다. 또한, 다른 변수를 통제한 상황에서도 닻 내리기 효과가 나타나는지를 보기 위하여 회귀분석을 실시한 결과 연금수령 및 연금가입 비중에 닻 내리기가 중요한 영향을 미치는 변수로 나타났다. 본 연구의 결과는 개인의 심리적인 편향 중 하나인 닻 내리기가 은퇴재무설계에서 유용하게 활용될 수 있는 특성임을 시사한다. Considering the current demographic trends in Korea, retirement planning is one of the most significant issues for the well-being of individuals and families in their later lives. Due to the elongated life expectancy, longevity risk has been the key issue in retirement planning. Therefore, managing retirement asset has been equally as or more significant than preparing retirement asset, because asset depletion is one of the major threat that retirees confront during retirement. So far retirement asset management research has been conducted under the topics of portfolio management and retirement asset withdrawal strategies(e.g., Blanchett, Kowara, & Chen, 2012; Dybvig & Liu, 2010; Horneff et. al, 2010; Milevsky & Robinson, 2005). Several research has been examined the annuitization strategies and annuitization decision making for consumers (e.g., Milevsky & Young, 2007). Annuitization can be explained as a process in which a retiree converts his or her retirement asset into a periodic payment to cover his or her living expenses during retirement years. To properly hedge the longevity risk, consumers need to consider annuitization of their retirement asset. Annuitization decision making is not an easy task for consumers. There could be various factors that influence annuitization decision making. This research tries to examine one of the factors that could influence consumers`` annuitization decision making process, the psychological factor called anchoring. Anchoring is a psychological heuristic or bias in human decision making. Anchoring effect refers to the influences of anchor(or an initial information) on human judgement. Consumers normally are influenced by some initial information on their decision making even though the initial information is un-related to the decision making issue. Previous research has shown that anchoring effect are present in financial decision making(e.g., Epley & Gilovich, 2005; McEloy & Dowd, 2007; Yudkowsky, 2006). However, no research has been conducted to examine anchoring effect in annuitization decision making. The purpose of this research was to examine anchoring effect in annuitization decision especially with the desired annuity amount in retirement income and annuitizaiton ratio out of retirement asset. A survey with 806 respondents in their 40s who are living in Seoul metropolitan area was conducted during February of 2013. The annuitization decision was divided into two different frames: annuity amount and annuitization ratio frames. Respondents who were assigned annuity amount frame were asked to answer their desired annuity amount in retirement income (living expenses). Respondents who were assigned annuitization ratio were asked to answer their desired annuitization amount(i.e. amount to use in purchasing life annuity products) out of the retirement asset that they prepared until retirement. Each frame included four anchors and one neutral question. The four anchors were professional high anchor, peer high anchor, professional low anchor, and peer low anchor. As such this research was designed to examine anchoring effects on high and low anchors and professional and peer anchors. Each respondent was randomly assigned to be exposed to one of the anchors or the neutral question. To examine the anchoring effect the Anchoring Index as presented in Jacowitz and Kahneman(1995) was calculated. In addition, standardized measures to the neutral questions were also calculated. To test the anchoring effects descriptive analyses were conducted as well as Mann-Whitney test. In addition, step-wise regression was conducted to examine related factors to annuitization decision. The findings showed that there were possible anchoring effects on annuitization decision making. Those who were exposed to high anchors showed higher levels of annuitization intention and those who were exposed to low anchors showed lower levels of annuitization intention than the neutral respondents. The professional anchors had stronger effects than peer anchors in annuitization ratio frame only. Therefore, the effects of anchoring source should be further examined. These findings provide several implications for practice and research. As suggested in the previous literature, anchoring is one of the strongest human bias in decision making and is hard to overcome. However, anchoring can be used effectively in consumer decision making. The findings from this research showed that in practice, anchoring can be used to educate and guide consumer decision. As mentioned above, annuitization decision making is one of the most important and difficult decision making in retirement planning. By effectively using psychological characteristics of consumers, professionals and educators can better help consumer in retirement decision making. Future research on behavioral finance topics with retirement planning is needed to further develop literature in this area. This research can provide useful insights in annuitization decision making with behavioral finance topics.

공무원 정년연장에 관한 탐색적 연구

박영원(Park, Young Won),류영아(Ryoo, Young Aa) 충북연구원 2020 지역정책연구 Vol.31 No.2

2015년 공무원연금 개혁으로, 현재 공무원의 연금 수급 연령은 단계적으로 높아져 65세가 되었지만, 일반직 공무원의 정년퇴직 연령은 60세로 되어 있다. 이에 따라 공무원이 정년퇴직한 후 몇 년간 소득이 없어 어려움을 겪는 소득공백 현상을 겪을 것으로 예상된다. 하지만, 공무원 정년연장에 대한 논의가 중요함에도 불구하고 이에 대한 기존의 연구가 많지 않은 상황이다. 본 연구는 공무원 정년연장을 다룰 때 쟁점이 되는 사안을 도출하고, 쟁점사안과 연계한 공무원 정년연장 방안과 고려사항을 제시할 목적으로 시작하였다. 이를 위해, 미국, 영국, 일본, 독일, 프랑스의 공무원 정년제도와 정년연장 또는 정년퇴직 폐지 사례를 고찰하고 우리나라에서 참고할 수 있는 시사점을 도출하였다. 또한, 공무원 정년연장과 관련된 주요쟁점으로 사회적 담론의 시작, 노동인구 감소에 대한 대안 마련, 공무원연금 수급시기와 정년의 일치, 공무원 조직의 유연성과 효율성 확보 등을 제시하였다. 본 연구에서는 공무원 정년연장 방안으로 재고용제, 임금피크제 도입, 단계적 정년폐지 등을 검토하였고, 향후 추가적으로 고려해야 할 사항으로 정년연장 대상 공무원의 선발방식, 급여구조 개편, 담당 업무 재설계, 공무원 정년연장 비용 추계, 정년연장 방식 결정 등을 제시하였다. With the reform of the public officials pension in 2015, the pension age for public officials has gradually increased to reach 65, but the retirement age of general public officials is 60. Accordingly, it is expected that public officials will experience an income vacancy, which is difficult due to no income for several years after retirement. However, despite the importance of discussing the retirement age extension for public officials, there are not many previous studies on this. This study was started with the aim of drawing up contentious issues in dealing with the extension of the retirement age of public officials, and suggesting plans and considerations for extending the retirement age of public officials. To this end, the cases of retirement system, retirement age extension, and retirement abolition in the United States, the United Kingdom, Japan, Germany, and France were reviewed, and implications for reference were drawn. In addition, as major issues related to the extension of the retirement age of public officials, the beginning of social discourse, preparation of alternatives to the reduction of the working population, the agreement between the time of receipt of public officials pension and the retirement age, and securing of flexibility and efficiency in the public officials organization. In this study, the reemployment system, the wage peak system, and phased retirement abolition were reviewed as measures to extend the retirement age of public officials. As additional considerations in the future, the selection methods for public officials subject to retirement age extension, reorganization of the salary structure, redesign of duties in charge, estimation of expenses for the retirement age extension of public servants, and determination of the retirement age extension method were presented.

공무원 정년연장에 관한 탐색적 연구

박영원,류영아 충북연구원 2020 지역정책연구 Vol.31 No.2

With the reform of the public officials pension in 2015, the pension age for public officials has gradually increased to reach 65, but the retirement age of general public officials is 60. Accordingly, it is expected that public officials will experience an income vacancy, which is difficult due to no income for several years after retirement. However, despite the importance of discussing the retirement age extension for public officials, there are not many previous studies on this. This study was started with the aim of drawing up contentious issues in dealing with the extension of the retirement age of public officials, and suggesting plans and considerations for extending the retirement age of public officials. To this end, the cases of retirement system, retirement age extension, and retirement abolition in the United States, the United Kingdom, Japan, Germany, and France were reviewed, and implications for reference were drawn. In addition, as major issues related to the extension of the retirement age of public officials, the beginning of social discourse, preparation of alternatives to the reduction of the working population, the agreement between the time of receipt of public officials pension and the retirement age, and securing of flexibility and efficiency in the public officials' organization. In this study, the reemployment system, the wage peak system, and phased retirement abolition were reviewed as measures to extend the retirement age of public officials. As additional considerations in the future, the selection methods for public officials subject to retirement age extension, reorganization of the salary structure, redesign of duties in charge, estimation of expenses for the retirement age extension of public servants, and determination of the retirement age extension method were presented. 2015년 공무원연금 개혁으로, 현재 공무원의 연금 수급 연령은 단계적으로 높아져 65세가 되었지만, 일반직 공무원의 정년퇴직 연령은 60세로 되어 있다. 이에 따라 공무원이 정년퇴직한 후 몇 년간 소득이 없어 어려움을 겪는 소득공백 현상을 겪을 것으로 예상된다. 하지만, 공무원 정년연장에 대한 논의가 중요함에도 불구하고 이에 대한 기존의 연구가 많지 않은 상황이다. 본 연구는 공무원 정년연장을 다룰 때 쟁점이 되는 사안을 도출하고, 쟁점사안과 연계한 공무원 정년연장 방안과 고려사항을 제시할 목적으로 시작하였다. 이를 위해, 미국, 영국, 일본, 독일, 프랑스의 공무원 정년제도와 정년연장 또는 정년퇴직 폐지 사례를 고찰하고 우리나라에서 참고할 수 있는 시사점을 도출하였다. 또한, 공무원 정년연장과 관련된 주요쟁점으로 사회적 담론의 시작, 노동인구 감소에 대한 대안 마련, 공무원연금 수급시기와 정년의 일치, 공무원 조직의 유연성과 효율성 확보 등을 제시하였다. 본 연구에서는 공무원 정년연장 방안으로 재고용제, 임금피크제 도입, 단계적 정년폐지 등을 검토하 였고, 향후 추가적으로 고려해야 할 사항으로 정년연장 대상 공무원의 선발방식, 급여구조 개편, 담당 업무 재설계, 공무원 정년연장 비용 추계, 정년연장 방식 결정 등을 제시하였다.