KPI is understood as an index to evaluate the level of task completion of civil servants, based on products or product norms associated with job positions.
The assessment is conducted periodically every month, quarter, and year to classify civil servants according to four levels: Excellent completion, good completion, completion, and failure to complete tasks.
Civil servants who score below 50 points, or who violate discipline or improve their quality will be classified as "not completing the task" and may be transferred or fired.
Up to now, the way of evaluating and classifying civil servants is still emotional, it is difficult to ensure that the assessment results are objective and fair. If it is emotional, it is not scientific.
Assessing cadres and civil servants by voting to elect A, B, C is a very outdated way. Voters respect each other and do not want to lose each other's favor, even if the voter does not do a good job, they are willing to let go.
Or another situation, because of the relationship between the sex workers, the voting results are also un subjective, sometimes good workers are underestimated, poor workers are supported.
The way of evaluating cadres lacks scientific procedures, leading to the consequences of low quality of cadres and civil servants. Everyone is low but deliberately protects each other, "ists together, develop together". That is why the folk saying "for life" is true.
The draft Decree on the assessment and classification of civil servant quality, including the regulation on applying the KPI index, is a breakthrough, completely eliminating the disease of "no rising, no rising" and "no rising, no rising" that has been practiced in state agencies for a long time.
The KPI scoring method will eliminate interventions based on relationships and feelings, instead measuring specific work outcomes including quantity, quality and work progress.
Applying civil servant KPI will open up a healthy competitive environment, civil servants who want to survive and promote must strive, work actively, dynamically and creatively, and effectively contribute to the agency or unit.
Those with poor abilities, who do not meet working requirements, do not complete assigned tasks, are forced to give way to others.
Streamlining the apparatus is not about reducing staff, but more importantly, creating a scientific and modern administrative space to screen and select outstanding people, best performing their duties to serve the people.
Hopefully, when the above draft Decree is approved and applied in practice, there will be a strong change in the operation of the administrative system, bringing practical benefits to the people.
