The draft Decree adds a method of monitoring and evaluating civil servants by period, with the application of KPI and the transparency scoring formula.
The assessment of civil servants according to KPI will start from January 1, 2026.
All evaluation criteria are according to the principle of quantity. What is done by who and how is completed will be specifically measured in terms of quantity, quality, and progress.
To evaluate whether cadres and civil servants work well or not, how effective they are, is not the judgment of individuals, even if that person is the leader, but with an objective, fair and transparent system.
The head of the agency or unit will base on that objective result to make decisions on personnel that no one can object to. Including screening and removing from the apparatus those who do not meet job requirements.
Those who were fired for ineffective work cannot blame anyone, even if there are complaints and lawsuits, the agency's leaders have a basis to answer. The measurement results using a scientific tool will be more convincing than emotional " ballots".
In cases of personal relationships, it is difficult for the leader to protect his subordinates if the civil servant does not work well. The KPI of civil servants clearly shows each criterion, and colleagues know that it is not easy to "exchange white for black".
The results of civil servant assessment are also the basis for determining additional income and bonuses. Thus, there will be no equalization, everyone is the same, those who work poorly will enjoy the same rights as those who work well.
Not only receive rewards commensurate with your efforts, but more importantly, be recognized. This will motivate cadres and civil servants to strive, be creative, and contribute.
The results of monthly and quarterly monitoring and evaluation of civil servants also have other benefits, which is to consider arranging and transferring appropriate job positions.
In fact, many people do not work well, not due to lack of capacity, but the job position is not suitable for their expertise. Currently, many commune-level cadres are assigned "left-hand" tasks and need to be adjusted.
The civil servant KPI will push the common "completion of tasks" assessment methods into the past.
However, experts also believe that building KPIs in the public sector is more difficult because the nature of administrative work is difficult to measure. Quantifying work is a priority, but there is another decisive criterion, which is people's satisfaction.
However, after all, people's satisfaction also comes from the quality of civil servants' work. Good workers will be recognized by the people and vice versa.
