According to records, many cadres and civil servants said that each job position should have a suitable work performance index (KPI) before evaluating.
Mr. Nguyen Van Hung (Ninh Binh) - a financial officer - accountant of the commune said that KPI should be evaluated based on fixed and short-term work at the agency. Long-term work should not be included in the KPI.
"The financial and accounting sector that I am working in regularly requires inspection, there are many projects and data. The payment process with superiors, partners, and contractors is also complicated, time-consuming, and can last for several months. Therefore, when evaluating KPI, it is necessary to provide criteria suitable for long-term work" - Mr. Hung said.
Sharing the same view, Mr. Pham Van Binh - a judicial officer - civil status of the commune said that there are many jobs that cannot record results immediately. According to Mr. Binh, we should only evaluate the performance and job positions of fixed jobs that are resolved immediately at the agency.
"For many months, I have had to go to the people to propagate the law, encourage people to get married, have children... People also need time to consider, change their perception and actions, not everyone changes immediately" - Mr. Binh said.
Ms. Nguyen Thi Huyen (Ninh Binh) - a cultural and social officer of the commune agrees with the policy of assigning KPI when working. According to Ms. Huyen, the policy will eliminate the mechanism of scraping the income of many current civil servants.
However, Ms. Huyen believes that assigning KPI when working requires objective assessment according to the situation and actual workload.
"When merging communes, the workload will be higher than before. In my opinion, we should rely on the total number of documents that need to be processed during the month to assess whether it is valid or reasonable" - Ms. Huyen expressed.
In addition, Ms. Huyen said that difficult and complicated jobs should have a "hot bonus" policy like businesses to motivate cadres and civil servants.
Mr. Nguyen Van Quan - a resident of Ninh Binh shared that when KPI is assigned to cadres, civil servants, and public employees, it will help people's records be resolved faster. To ensure fairness and efficiency, Mr. Quan said that it is necessary to combine with the actual assessments of the people.
At banks and provincial-level public administrative service centers, there are currently bottles to evaluate the level of satisfaction after handling the work. According to Mr. Quan, this method should be applied to all current levels.
"We should create a survey table of people's satisfaction on a scale of 100 or from 1 to 5 stars at each workplace. After completing the documents, people will immediately evaluate the scores and stars for the agency's leaders to review and evaluate the work performance of the cadres and civil servants" - Mr. Quan said.
However, according to Mr. Quan, it is necessary to ensure information confidentiality for people when assessing the level of satisfaction. Thus, people are ready to give their opinions and evaluate the work performance of cadres, civil servants and public employees.
The 2025 Law on Cadres and Civil Servants stipulates principles, authority, content, and methods for evaluating and classifying the quality of civil servants based on regular, continuous, multi-dimensional monitoring and assessment, and qualitative determination with specific criteria associated with progress, quantity, and quality of results and products according to job position (KPI);
Use the evaluation results to implement rewards, additional income regimes, bonuses or consider arranging them to lower job positions or laying off jobs to screen for people who do not meet the requirements of the tasks out of the apparatus;
At the same time, specifically stipulate the responsibilities of the head in managing, evaluating and using civil servants with the right capacity and job position.
