On the afternoon of May 14, the National Assembly discussed in the hall the draft Law on Cadres and Civil Servants (amended).
Delegate Pham Van Hoa (Dong Thap Delegation) is interested in attracting and recruiting talented people. This is not a new point because the Government has recently issued decrees and issued guiding circulars to attract talented people and recruit talented people to work for the state.
Outstanding incentive policies for these subjects are extremely necessary. "Although newly recruited talented people, their salaries are likely to be double or threefold that of other workers," the delegate said, emphasizing that this is the only way to attract talent.
According to the delegate, it is necessary to accurately assess what a talented person is, even though there are definitions. There should be specific, clear and concise criteria to avoid mistaken recruitment.
Regarding civil servant recruitment, the delegate said that at present, there may be temporary recruitment because there are many positions. However, in the near future, there will be no longer a lifelong mindset of staffing.
"This thinking is very new, this is an issue that has been said many times but cannot be implemented. It is unacceptable to steal the umbrella in the morning and return in the afternoon, work in a moderate manner while still being assessed as having completed the task," the delegate emphasized.
The delegate of Dong Thap delegation agreed with the assessment of cadres, civil servants and public employees according to KPI to limit cadres who do not meet quality but are still able to work, and are still entitled to annual salary increases.
The assessment of cadres and civil servants according to KPI will change fundamentally in the direction of quantity based on job position and work performance instead of the current general, emotional assessment. At that time, they will know what they are doing, how to complete it, how many products... are quantized.
In case the civil servant is classified as not completing the task, the management agency can transfer him to a lower position or if he/she does not complete the task for 2 consecutive years, he/she will be forced to resign.
Regarding job positions, the delegate said that in addition to admission, priority should be given to taking exams according to job positions. Although there are still signs of being lenient and supportive in the admission round, the admission round will limit this situation to the maximum.
The delegate recommended that there could be entrance exams for both state management positions such as department level and department level for professional positions.
Regarding civil servant assessment, delegate Nguyen Thi Ngoc Xuan (Binh Duong Delegation) proposed to consider adding the principle of civil servant assessment and assessment according to the principle of "the superior directly assesses the subordinates, and there is no assessment between civil servants at the same level".
At the same time, study and evaluate civil servants according to the scale prescribed by the Government. Through the assessment, there will be a basis to clearly identify which person is better to have a higher treatment regime and vice versa.
According to the delegate, it is necessary to study specific regulations on the percentage of budget expenditure for training and fostering cadres and civil servants.
At the same time, research and consider having policies, salary regimes and incentives commensurate with the responsibilities and tasks assigned to cadres and civil servants to retain talent and be a driving force for the cadres and civil servants.
