The whole country currently has 705 commune-level administrative units (UAs) that do not meet standards. However, the Central Government does not raise the issue of rearranging or adjusting the administrative boundaries of communes, because basically the entire system is operating stably and effectively.
Localities that find it truly necessary to adjust, based on the Party's guidelines, the State's laws, planning, management practices and the legitimate aspirations of the people, should propose to competent authorities to decide.
Discussing policies for civil servants in the event of continued arrangement of administrative units, Dr. Doan Van Tinh - Deputy Head of the Faculty of Human Resources Management, Academy of Public Administration and Management, Ho Chi Minh National Academy of Politics - said that it is necessary to complete synchronous policies in 4 aspects.
First, improve preferential policies and salaries associated with job positions and task performance results. In addition to implementing the new salary mechanism, it is necessary to study appropriate support policies for civil servants in areas after arrangement with increased workloads.
For surplus cases, according to Dr. Doan Van Tinh, there needs to be appropriate and appropriate support policies, creating conditions for them to proactively choose to change careers or retire early.
Second, innovate the method of evaluating civil servants in a fair and objective direction, based on products and work results. Gradually shifting to periodic assessment based on the results of specific task performance, instead of emotional assessment at the end of the year, will help correctly recognize the contribution of each person.
This is also the basis for implementing emulation, commendation and arranging and using appropriate personnel, thereby creating a positive working environment and clear motivation to strive.
Third, create a safe legal corridor for dedicated officials and civil servants to feel secure in their work. It is necessary to concretize the policy of protecting dynamic and creative officials with clear regulations, helping officials and civil servants feel secure in removing difficulties and handling problems arising at the grassroots level for the common good, while limiting unintended legal risks due to objective causes.
Fourth, expand development opportunities and team integration. According to Dr. Doan Van Tinh, it is necessary to create conditions for commune-level civil servants with outstanding capacity and achievements to be considered for transfer and planning to suitable working positions at the provincial level or higher-level specialized agencies.
This will create motivation for long-term striving, helping grassroots cadres and civil servants to see more clearly their career development path" - he emphasized.
According to Dr. Doan Van Tinh, the synchronous combination of reasonable treatment, fair evaluation, ensuring legal safety and expanding development opportunities will contribute to retaining high-quality personnel, while strengthening the belief and motivation to work for the team of cadres and civil servants at the grassroots level.
Regarding the salary adjustment policy, in the document responding to voters' petitions in Ho Chi Minh City, the Ministry of Home Affairs said that, based on Conclusion No. 76-KL/TW, in the coming time, the Ministry of Home Affairs will preside over and coordinate with relevant agencies to report to competent authorities for consideration and adjustment of the public sector salary regime.
