With the Trade Union organization, this spirit needs to be concretized by clearly delegating power, evaluating cadres by results, and creating an environment for initiatives for union members and workers to have the opportunity to be put into practice.
New requirements for Trade Union officials
The labor market, job models, production methods, labor relations and the needs of union members and workers are increasingly diverse. The process of arranging the organizational structure also poses many new requirements for trade union activities.
Compliance with principles, Trade Union Charters, Party regulations and State laws is a mandatory requirement. But "not doing wrong" does not mean "doing well".
The spirit of Resolution 24 must therefore first be expressed in a change in the thinking of trade union officials: From completing assigned tasks to proactively discovering and solving problems; from doing the right procedures to both being in accordance with regulations and creating results; from the psychology of fearing responsibility to proactively taking responsibility for the common good.
One of the very noteworthy ideas of Resolution 24 is to consistently implement the mechanism of "power allocation - supervision of implementation - risk management - evaluation by results"; promote decentralization, authorization, autonomy allocation, self-responsibility, and at the same time strengthen control of power and accountability.
This spirit needs to be strongly concretized in the Trade Union organization. It is necessary to continue to review what tasks really need the VGCL to decide, what tasks can be decentralized to lower-level trade unions; which contents are collective responsibility, which contents must be clearly assigned to the head; how proactive are departments and units; which stages in the work process are still overlapping, prolonged or leading to the mentality of "asking for opinions for safety".
After arranging the organizational structure, what the Trade Union system needs more than ever is officials who truly do the job: firmly grasp the area in charge, understand the grassroots level, detect problems, propose solutions and dare to take responsibility for their decisions.
Resolution 24 links incentives for innovation with decentralization, risk management and cadre protection mechanisms. This is a very necessary thinking for the Trade Union. Cadres with clear motives, working for the common good, having complied with approved guidelines and plans and proactively preventing risks must be objectively considered if the results are not as expected.
The resolution also requires comprehensive protection not only for decision-makers but also for agencies, organizations, and individuals participating in the stages of advising, appraising, and organizing the implementation of innovation tasks.
Daring to do" does not mean doing it arbitrarily. "Breakthrough" cannot be a reason to ignore the principle. It is even more impossible to take advantage of the name of innovation and creativity to serve personal interests, group interests, causing losses and waste.
Creating an environment for Trade Union officials to dare to think and dare to do
A very noteworthy policy of Resolution 24 is "choosing people according to tasks, assigning tasks for testing, taking results to evaluate and screen cadres".
This is a requirement that needs to be concretized soon in the cadre work of the Trade Union system. When evaluating a leading and managerial cadre, in addition to considering political qualities, ethics, discipline and the level of task completion, it is necessary to look at more substantive results: In the quarter, in the year, what problems has that comrade solved? How have difficult tasks and backlogs in his assigned fields changed? Are there any initiatives to improve operational efficiency? Do they proactively propose new solutions? When problems arising under their authority arise, do they dare to decide and take responsibility or continue to push them to higher levels?
People with capacity, products, daring to innovate and daring to take responsibility must be recognized, trained, planned, arranged and used. Conversely, officials who often avoid difficult tasks, shirk responsibility, and work in moderation must also be properly evaluated and screened when they do not meet the requirements.
For the Vietnam Trade Union, thoroughly grasping Resolution 24 should not stop at learning and disseminating content. The most important thing is to turn the spirit of the Resolution into a mechanism for operation and specific methods of action.
First of all, Party committees and heads at all levels must truly set an example. Along with that, it is necessary to strongly review regulations on decentralization and delegation of power; innovate the criteria for evaluating cadres in the direction of taking product and efficiency as the focus; build a mechanism for receiving, considering, approving and protecting initiatives; identify "difficult tasks", "bottleneck points" annually to assign capable cadres to directly be responsible for solving.
Inspection and supervision work also needs to shift strongly towards prevention, warning and supporting officials to identify risks from the beginning, instead of only inspecting after work has been completed. At the same time, as a socio-political organization, the Trade Union also has the responsibility to promote the role of supervision and social criticism, contributing to detecting signs of taking advantage of policies or suppressing and hindering people who dare to innovate and create.
