Breakthrough innovation in personnel work
The preliminary review of 1 year of operation of the 2-level political system and local government is expected to be implemented in June 2026.
At the working session with the Central Organization Committee on June 3, General Secretary and President To Lam requested that in the new period, cadres not only need firm political bravery, bright moral qualities, exemplary lifestyle, but also must have strategic thinking, modern management capacity, digital transformation capacity, organizational implementation capacity, difficult problem handling capacity, capacity to dialogue with the people and the spirit of daring to think, dare to do, dare to take responsibility for the common good.
Cadre work must be innovated from "correct procedures" to "the right people, the right jobs, the right capacity, the right strengths, the right products". Diplomas, seniority, and positions cannot replace the ability to implement, prestige and results of serving the people.
This direction reflects an important change in the leadership, management and use of cadres of our Party in the new era. Improving the quality of grassroots-level cadres is the top priority task of localities; it is an urgent requirement, of strategic and long-term significance.
According to the draft preliminary report on 1 year of operation of the apparatus of the political system and local government at 2 levels in Hanoi City, by May 2026, Hanoi has nearly 128,800 officials, civil servants, and public employees; of which more than 109,800 people work at the commune level, accounting for about 85% of the total number of officials, civil servants, and public employees in the whole city. This structure reflects the trend of strongly shifting resources to directly resolving work for people and businesses.
This change poses new requirements for the grassroots cadre team. If previously the focus of work was to resolve administrative procedures, now cadres must take on the role of local management, directly handling issues arising related to land, construction order, public investment, digital transformation and quality of service to the people.
Hanoi also continues to improve regulations on job positions, title standards, capacity frameworks and cadre management mechanisms in the direction of promoting decentralization and delegation of power associated with power control. The focus of management is no longer placed on the number of staff but gradually shifts to assessing practical capacity and task performance results.
In Ho Chi Minh City, the city's smart office model project proposes to allow some groups of officials and civil servants to work remotely 1-2 days/week, managed by work performance instead of the traditional check-in method at the agency.
Need to be officially assigned to the payroll soon
National Assembly Deputy Trinh Xuan An (National Assembly Delegation of Dong Nai) said that currently, decentralization and delegation of power have been thoroughly carried out to localities so that localities decide and localities do. Therefore, in terms of staffing, according to him, should the Government assign provinces and cities to be proactive in calculating the staffing of commune-level units to be appropriate.
Regarding the issue of human resources, former Deputy Minister of Home Affairs Nguyen Tien Dinh said that localities need to soon be assigned official staff to be more proactive in organizing the apparatus and arranging personnel.
Directive No. 18 of the Prime Minister "On improving the quality of local government officials and civil servants at the commune level, meeting the requirements of the new situation" has clearly oriented 3 groups of key solutions. First, review the staff, rearrange them to be appropriate; and resolutely remove those who do not complete their tasks from the apparatus. Second, allow new recruitment and have appropriate mechanisms to attract talents to the public sector. Third, promote training and fostering to improve the quality of the staff of officials and civil servants.
