Details on how Khanh Hoa scores officials through the KPI system

Classifying the quality of cadres objectively, without bias

After the pilot period, it is expected that on April 1, Khanh Hoa province will simultaneously deploy the assessment of cadres through the KPI system.

The evaluation of cadres through the KPI system is determined in the direction of ensuring objectivity, fairness, accuracy; no consideration of leniency, oppression, bigheadedness, or formed forms; ensuring proper authority to manage and evaluate cadres, civil servants, and public employees.

Regarding general criteria for evaluating and classifying the quality of cadres according to the level of political ideology; ethics, lifestyle; working style, working style; sense of organization and discipline.

Each criterion will have 5 points, combined into 20 points. The main threshold for administrative reform and information technology application will be 10 points.

The remaining 70 points will evaluate leadership and management capacity and the results of performing assigned duties and tasks.

After scoring, civil servants and public employees who do not hold leadership or management positions will complete their tasks excellently with a score of 90-100 points; complete tasks well with a total score of over 80 to 90 points; Complete tasks with a total score of over 50 to 80 points and do not complete tasks with a total score of less than 50 points.

As for cadres, civil servants, and public employees holding leadership and management positions, the completion scores of tasks are similar to the above. However, clearly stipulate responsibilities, breakthrough tasks...

The KPI system for evaluating cadres consists of 5 steps

Regarding the order and procedures for evaluating and classifying the quality of cadres annually, there are 5 steps.

Step 1, cadres, civil servants and public employees write a self-assessment report, accepting the level of work results classification according to assigned duties and tasks.

Step 2 is to review and evaluate. Accordingly, the direct manager has opinions on the consideration and assessment of cadres, civil servants and public employees. Next, a meeting will be held at the agency, organization, or unit where the work is done for consideration and assessment.

Step 3 will collect opinions and assessments from the Party Committee at the same level where the cadres, civil servants, and public employees work. Next, step 4, the competent person decides to evaluate and classify the quality based on the opinions in Steps 2 and 3.

Step 5 - the final step - the competent authority evaluates the written notification to cadres, civil servants, and public employees and publicly announces in the agency, organization, or unit where the cadres, civil servants, and public employees work on the results of the quality assessment and classification, in which priority is given to applying the form of publicity on the electronic system.

According to the Khanh Hoa Provincial Party Committee, the use of the KPI system assessment results is the basis for arranging, using, training, fostering, paying salaries, raising ranks, promoting professional titles, planning, appointing, exemption, adjustment, rotation, etc.

In particular, the above KPI system will be the basis for retraining, transferring work positions, and streamlining staff according to regulations. For civil servants holding leadership and management positions, the system will be the basis for the transfer, assignment, appointment, and not reappointment of cadres.