Discussing in groups the Draft Law on Cadres and Civil Servants (amended), Minister of Home Affairs Pham Thi Thanh Tra said that this is an opportunity to comprehensively change the thinking and philosophy for the civil service and civil servants of our country.
In particular, clearly establish job positions because they will be a tool, a guiding principle, a center, a core in recruitment, use, management, fostering, rewarding, and discipline.
According to the minister, this amendment still maintains the civil servant rank in the job position. This is considered a technical tool to determine the rank of public services in our country, if it is removed, it will be very difficult to determine.
"There will be a separate decree on assessment, with KPI, data for assessment, taking work products as a measure, not a general assessment" - the Minister of Home Affairs added.
Speaking with Lao Dong, Mr. Nguyen Tien Dinh - former Deputy Minister of Home Affairs - admitted that in fact, the assessment of cadres, civil servants and public employees has long been heavily formal.
"Every year, there is a year-end assessment, everyone completes their tasks well, even excellently. Meanwhile, the reality of work does not accurately reflect that.
The main cause is the fear of pockets, avoiding, and being afraid of collisions. Leaders are hesitant to evaluate subordinates because they are worried about affecting working relationships or being phancted" - Mr. Nguyen Tien Dinh said.
From a practical perspective, Mr. Nguyen Tien Dinh said that it is necessary to apply KPI to the administrative apparatus.
If businesses use KPI to evaluate the performance of employees, public authorities can do the same. If each cadre has clear targets and transparent supervision, there will be no longer a situation of dealing with or being irresponsible.
According to MSc. Nguyen Tuan Anh - a public policy expert, the measurement and development of a set of KPI criteria needs to be linked to job position and specific functions and tasks. Each cadre and civil servant must have a clear job description, thereby establishing appropriate measurement indicators.
MSc. Nguyen Tuan Anh gave an example, for a commune-level administrative specialist, responsible for receiving and returning administrative records results to people, the KPI criteria for evaluating this cadre can be based on the rate of records resolved on time (need to reach over 98%);
The satisfaction rate of people through survey forms after each transaction (over 90%), the number of records processed in the month (depending on local scale);
Number of initiatives and proposals to improve the process of handling administrative procedures each quarter (at least 1 initiative); response rate of people's feedback within 3 days (over 95%).
"The statistics of indicators can be done weekly and monthly and compared with actual results as well as feedback from the people" - the expert proposed.
Khanh Hoa province is a pioneer in applying the work efficiency assessment (KPI) system for cadres, civil servants and public employees across the province.
According to Mr. Nghiem Xuan Thanh - Secretary of Khanh Hoa Provincial Party Committee, the implementation of work efficiency measurement and assessment software (KPI) for cadres, civil servants and public employees is a breakthrough to improve the quality of operations of the local government apparatus.
