The Ministry of Home Affairs submitted to the Government a draft Decree on the assessment and classification of civil servant quality, in which an important new point is the application of the KPI (Key Performance indicator) to measure work results for each job position.
According to the draft, KPI is understood as an index to assess the level of task completion of civil servants, based on products or product norms associated with job positions.
Products and work will be converted to "standard products" to ensure transparency, objectivity and create a basis for even comparison.
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.
The way to calculate KPI is also designed differently depending on the location group. For professional and technical civil servants, the results are based on three factors: quantity, quality and work progress.
For example, the quantity is calculated based on the percentage of completed products compared to the assigned norms; the quality reflects the number of products meeting requirements; progress is based on the completion time limit.
A notable new point is the digital weight allocation mechanism in the assessment. Accordingly, the general criteria of quality, attitude, discipline, and public service culture account for 30% of the total score, while the results of task implementation through KPI account for 70%.
This shows that the focus of assessment is shifted strongly to output results and task performance efficiency, instead of focusing only on determination criteria.
KPI results are not only used to classify civil servants at the end of the year but also serve as a basis for interconnecting in assessing party members, and at the same time serve important personnel decisions such as arrangement, rotation, appointment, reward or dismissal.
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.
In the submission to the Government, the Ministry of Home Affairs explained that this mechanism aims to create a transparent and objective assessment tool, screening those who do not meet requirements, while encouraging civil servants to work productively, creatively and effectively.
The attachment of KPI to each job position is also in line with the policy of streamlining the apparatus, improving the quality of the team, ensuring that those who do well will be recognized, those who do not meet the tasks will have to leave the apparatus.
The draft also clearly stipulates the responsibilities of the head of the agency employing civil servants in assigning tasks, monitoring, confirming results and ensuring publicity and transparency during the assessment process. Civil servants will have to self-score KPIs monthly, send them to management level for review and confirmation, then synthesize them for year-end assessment.
The Ministry of Home Affairs clearly states that the criteria for evaluating civil servants in the draft focus on 3 groups.
The first is the group of qualities, ethics, and public service discipline: comply with policies and laws; preserve the qualities of ethics, public service culture; have a standard attitude towards people and businesses.
Second is the group of professional capacity and work efficiency: have in-depth knowledge and skills; complete both regular and ad hoc tasks; the ability to coordinate, work in groups, and apply technology.
Third is the group of innovations, creativity, daring to think and daring to do: having breakthrough products and solutions that bring practical value; daring to take responsibility, being proactive in work.
