According to the report submitted by the Government to the National Assembly on the implementation of consultation resolutions in the field of internal affairs, the work of streamlining the payroll in the period of 2022-2026 has achieved many clear results, both in quantity and quality.
Civil servant positions decreased by 5,381 people, equivalent to 5.03% compared to 2021; civil servant positions receiving salaries from the budget decreased by 18,119 people, equivalent to 15.17%.
After more than 3 years of implementation, both targets of reducing the number of civil servants and public employees have been achieved and exceeded. This is the result of the Government and localities synchronously implementing many solutions: assigning staff according to job positions, promoting decentralization, linking streamlining with restructuring the apparatus and converting the operating model of public service units.
Along with streamlining the payroll, Mr. Le Quang Trung - former Deputy Director in charge of the Department of Employment (the Ministry of Labor, War Invalids and Social Affairs now the Ministry of Home Affairs) - said that salary reform should be considered a strategic lever to keep talented people in the civil service.
The worthy salary policy is one of the important factors to attract talent to public sectors; demonstrate recognition, worth and honor talent; be an important motivation for talented people to stick with and contribute; contribute to streamlining the apparatus and improving the quality of cadres.
Therefore, salary reform is a breakthrough in attracting, using and treating talent; it has strategic significance in attracting, using talent and developing human resources, improving labor productivity.
"It is necessary to assess the practical issues that are being raised in improving management efficiency, including the issue of salaries for local cadres and civil servants, how to make cadres and civil servants properly and well perform their duties and tasks and also receive worthy salaries" - the expert emphasized.
Mr. Le Quang Trung analyzed that for local cadres, civil servants and public employees, it is necessary to clearly identify each job position at each level on the basis of clearly and specifically defining the authority and responsibility of the provincial and commune levels.
Each job position must clearly define each task and requirement regarding professional qualifications, working skills, awareness, working attitude, etc. to take on each job position; at the same time, there is a mechanism to evaluate and control the effectiveness of work implementation.
Each locality needs to proactively develop a plan for job positions that need to attract and employ talented people to have a short-term, medium-term and long-term plan, and have solutions to implement.
For the current team, it is necessary to increase training and fostering working skills for cadres and civil servants, especially digital skills and public administrative management to meet the requirements of work.
The organization of training and fostering needs to be carried out regularly and continuously in many appropriate forms; carry out rotation and mobilization work at all levels to handle and meet arising issues; have policies and solutions to attract experts, managers, those with expertise and experience... in appropriate forms to meet job requirements.
