1. All of the plaintiff's claims are dismissed.

2. The costs of lawsuit shall be borne by the Plaintiff.

1. Facts of recognition;

A. The parties (1) are corporations established under D law with the aim of protecting the lives and property of the people from danger to C by efficiently and systematically promoting C safety technology development and C safety management projects, and contributing to the development of C safety industry, and are designated as public institutions by public notice of the Minister of Strategy and Finance under Article 6 of the Act on the Management of Public Institutions.

(2) On April 2012, the Plaintiff joined the Defendant and worked in the Defendant’s Human Resources Management Department from July 2012 to July 2012, and was in charge of the Defendant’s employment from the latter half of 2015 to the first half of 2016.

(3) From December 8, 2014, E served as the president of the Defendant. From January 18, 2015 to January 18, 2015, F served as the personnel director of the Defendant’s Human Resources Management Office; from January 2016 to June 2016, G served as the said personnel management director; and from July 6, 2015 to January 22, 2017, G served as the personnel director of the said human Resources Management Office.

B. The defendant's employment procedure (1) is to employ new and experienced employees at least twice a year. The overall procedure consists of two documents screenings, writing screenings, and interview screenings through the deliberation of the personnel committee, and the final successful applicants are determined by the president. The points of each screening process are not reflected in the sum of the following screening scores.

(2) Among them, the interview screening type shall be conducted for those who passed the interview screening type. Among them, the first-class director or the second-class or third-class director shall be 50% of the evaluation score for the first job performance (capacity), 50% of the evaluation score, 50% of the evaluation score for the second job basic ability (personality) in which the interview commissioner participates as an interview commissioner, and the order of priority shall be determined by adding the evaluation score for the second job basic ability (personality) to 5-10% of the full scores of the disabled and persons who have rendered distinguished services

(3) If the points of each applicant are aggregated after the completion of the above interview, the personnel affairs division officer shall submit the results to the personnel committee for deliberation.