The draft Law on Cadres and Civil Servants (amended) is being considered and approved by the National Assembly. A notable point in this bill is the change in the method of evaluating civil servants and cadres.
According to Minister of Home Affairs Pham Thi Thanh Tra, the assessment will shift strongly from emotional to qualitative, based on job position and work efficiency index (KPI).
The Minister emphasized that being on the payroll will no longer mean "sitting firmly, not leaving". Instead, the evaluation mechanism based on work performance will be a measure to retain or eliminate those who do not meet the requirements.
According to Associate Professor, Dr. Ngo Thanh Can - former Deputy Head of the Department of Organization and Human Resources Management (National Academy of Public Administration), applying KPI to civil servant management and leadership is not only an objective requirement and an inevitable trend.
To have a streamlined, efficient, effective and efficient apparatus, there must be capable and qualified personnel to meet the job requirements.
Only when the sector is clear about the criteria, targets, implementation process, resources, and results can it master the technology and the process of performing public duties.
The assignment of KPI does not stop at the leadership level but needs to be applied to the entire system of civil servants. When each individual has clear work goals, they will be more responsible for their implementation results. This helps reduce the situation of handling work, shifting responsibility and improving the performance of administrative agencies.
Sharing the same view, Dr. Pham Manh Hung - lecturer at the University of Economics (Vietnam National University, Hanoi) - said that many countries such as Korea, Singapore, China... have long applied this mechanism and have proven its effectiveness. In Vietnam, we need to change the way civil servants are evaluated to create new momentum.
Dr. Pham Manh Hung cited that it is the place where he works - University of Economics, Vietnam National University, Hanoi, that the assessment of cadres through the KPI system has been applied for many years.
"For example, civil servants do not participate in training sessions without a legitimate reason, each time they violate, they deduct 2 points. The total score of this criterion is 15 points. Those who comply well and do not violate will get 15 points... There is no such thing as complying with the general sense of discipline and administrative discipline" - Mr. Hung said.
These scores are "matched" on salary, bonus and promotion. For example, when an employee opens a work code for a period of 5 days, the leader does not approve or give opinions, the leader will have a very serious deduction of points. This score directly affects salaries and bonuses in the quarter.
However, experts also believe that to do this, it is important to have a synchronous information technology and data system.
The key point in the countries' approach to successfully complete the goal is to focus on organizing implementation, establishing units to remove difficulties and obstacles; personalize the responsibility of leaders; fair compensation regime according to work results...
Mr. Hung proposed that it can be evaluated through 3 types of KPI, including: spearhead KPI, hard KPI, soft KPI depending on the nature of the job. The criteria for maximum qualification according to scores, along with specific, detailed, and clear instructions.
