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Fire Science and Engineering 2008;22(4):105-114.
Published online November 30, 2008.
동경소방청의 인사제도 및 인재양성제도의 분석
전주대학교 소방안전공학과
Analysis on Personnel System and Talent Cultivation System of the Tokyo Fire Department
Lee Eui-Pyeong
이 논문에서 동경소방청 소방공무원의 신규채용제도, 능력인정제도, 능력검증에 의한 승진제도, 전문가 양성제도 등에 대해 분석하였다. 신규채용은 전문계, 1류, 2류, 3류로 분류되며 모두 임용계급은 소방사이다. 소방공무원으로 재직 중 신규채용구분에서 정한 일정한 자격을 갖추면 자신의 실력에 따라 3류$ ightarrow$2류, 1류, 전문계로, 2류$ ightarrow$1류, 전문계로, 1류$ ightarrow$전문계로 채용구분을 바꿀 수 있는 능력인정제도를 갖추고 있다. 또한 열심히 일하고 계급에 걸맞은 실력을 갖추고 이를 철저히 검증받아야 승진할 수 있는 제도를 갖추고 있다. 그리고 다양한 위탁연수와 자격제도를 마련하여 직원 및 간부들의 전문성을 높이고 있다.
This study analyzed recruiting system, competence requirement system, promotion system by competence verification, and expert training system in fire officials of the Tokyo Fire Department. The recruiting system is classified into expert and Grade 1, 2, and 3 and all grades are appointed as a fire fighter. According to the competence requirement system, while in office, fire officials who have a certain qualification defined in the recruiting system can change their recruiting classification according to their ability such as Grade $3{ ightarrow}$Grade 2 or 1 or expert, Grade $2{ ightarrow}1$ or expert, or Grade $1{ ightarrow}$expert. The promotion system requires working hard, capability suitable to their grade, and careful verification. Also, a variety of on-site training and qualification systems are provided to reinforce professionalism of staffs and executives.
Key Words: Japan, Tokyo fire department, Fire official, Personnel system

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