The Ministry of Home Affairs is seeking opinions on the Draft Decree Regulating the framework of criteria for evaluating and ranking quality for public non-business units and public employees.
Notably, in the draft Decree, the Ministry of Home Affairs proposed to remove the regulation that civil servants with a working time of less than 6 months should not conduct quality assessment and classification but must still review their working time in the year, except for maternity leave.
The draft Decree also amends and clarifies the evaluation method for cases of public employees with working hours not enough 12 months.
Accordingly, for public employees who take leave without pay but have a actual working time in the year of 6 months or more or take sick leave or maternity leave according to the provisions of the law on social insurance, the quality classification is carried out based on the results of monitoring and evaluation of the actual working time in the year.
In the draft Submission, the Ministry of Home Affairs said that in the past time, the evaluation and classification of public employee quality has been carried out in accordance with the provisions of Decree No. 90/2020/ND-CP and Decree No. 48/2023/ND-CP, initially creating a unified evaluation framework in public non-business units.
However, practice shows that civil servant evaluation is still a weak link, not reflecting the true nature of task performance results.
The assessment is still heavily focused on qualitative comments, lacking quantitative measurement tools for products and jobs according to job positions; not linked to the progress, quantity, and quality of output products; not implemented in a continuous, continuous and multi-dimensional direction.
The Ministry of Home Affairs believes that the situation of leniency and egalitarianism still exists widely, leading to the majority of civil servants being ranked at the level of "good completion of tasks" or higher, reducing the meaning of classification, not creating motivation to improve efficiency and quality of work, and not really being a tool for screening the team.
The main causes of the above-mentioned shortcomings and limitations are due to the lack of a standardized and quantitative evaluation criteria framework, associated with the products and tasks of each job position; the lack of a mechanism to monitor and record task performance results regularly and continuously; and the evaluation method is still rigid and not suitable for the diverse characteristics of industries and career fields.
