According to the draft Law on Cadres and Civil Servants (amended), civil servants who are assessed to have failed their tasks for 2 consecutive years will be forced to quit their jobs. So how to accurately assess the level of task completion of civil servants?
Article 30 of the Law on Cadres and Civil Servants (amended) stipulates that civil servants are evaluated according to the following contents, including:
Results of performing tasks and work through quantity, quality and progress of products according to job position.
For civil servants holding leadership and management positions, in addition to the above contents, they are also evaluated according to the following contents, including:
The results of the activities of the assigned agencies, organizations and units will be led and managed according to the work plan.
For the above contents, it can be qualitative. However, there are some contents that are still decisive such as:
Ethnicity and culture of performing public duties. In cases of direct contact and settlement of work of people and businesses, it is necessary to evaluate the service attitude and satisfaction of people and businesses;
The capacity to gather and unite.
The spirit of innovation, dynamism, creativity, daring to think, daring to do, daring to take responsibility for the common good.
The above requirements for civil servants are necessary, but to determine the level of "completion of tasks", there needs to be an accurate "measurement" so that the assessment is objective and fair.
Regarding this issue, Minister of Home Affairs Pham Thi Thanh Tra said: "There will be a separate decree on assessment, with KPI, data for assessment, taking work products as a measure, not a general determination".
It is necessary to have a decree on civil servant assessment, while exploiting technology applications and data analysis to classify the quality of work of each cadre and civil servant in a transparent and convincing manner.
When there is a decree on civil servant assessment with specific and scientific regulations, it will minimize emotional assessments. Higher authorities cannot evaluate subordinates based on normal personal relationships or love and hate. Thereby, it will create opportunities for people with the ability to express themselves, while eliminating those who are weak.
From accurately assessing the quality of cadres and civil servants, recruited and dismissed, promoted and demoted, this will eliminate the habit of being unstable and stagnant. Instead, each cadre and civil servant must work hard to complete their tasks well.
Tightening the quality of civil servants, weak people must leave the apparatus, Thus eliminating the "for life" thinking.
