In the context of streamlining the apparatus, the requirement to improve the quality of the civil servant team is increasingly urgent, building an objective evaluation tool is necessary. The KPI index can become a measure of work efficiency, more clearly reflecting the task performance capacity of each civil servant, especially at the grassroots level - where they directly contact and serve the people.
If applied according to the correct process, KPI will help quantify the volume, progress and quality of work; thereby creating motivation for each person to work more responsibly and effectively, avoiding the situation of "doing more, doing less equally". This is also an important basis for screening, arranging, and using cadres and civil servants according to the principle of "having in, having out", "having up, having down".
The construction of a KPI system for evaluating cadres, civil servants, and public employees is being implemented by many localities. In Hanoi, the Standing Committee of the City Party Committee has issued Plan No. 71-KH/TU on innovating the evaluation and classification of cadres, civil servants, public employees and contract workers in the political system in the period 2026-2030, associated with measuring work efficiency.
The evaluation framework is designed according to a 30/70 structure: 30 points for general criteria on politics, ideology, ethics, discipline, professional capacity, and exemplary awareness; the remaining 70 points are calculated by KPI converted according to quantity, quality, progress and coordination level, in order to overcome the situation of egalitarianism.
In 2026, the system will be piloted in 5 units, then evaluated, completed and widely deployed from June 2026. In 2027, the "live data management" model will be comprehensively operated. The 2028-2030 period focuses on standardizing measurement algorithms, comprehensively digitizing personnel capacity, and accumulating data into "Digital capacity profiles" for 100% of cadres, civil servants, and public employees.
In Nghe An, the plan to build a KPI evaluation system is being implemented within all agencies of the province's political system. KPI scoring will be applied to all cadres, civil servants, and public employees. The pilot organization will be implemented in July.
Similarly, Da Nang, Thai Nguyen, Lao Cai, Ho Chi Minh City... also innovated the work of evaluating officials using digital data and efficiency management according to KPI.
National Assembly Deputy Trang A Duong (Lao Cai Delegation) said that the annual evaluation of cadres, civil servants, and public employees in many agencies and units is still formalistic, heavily focused on dossiers and paperwork, and does not accurately reflect the reality of work.
The evaluation process usually stops at the year-end review report, then the collective votes unanimously, without carefully considering the effectiveness of the work. This approach makes the evaluation substantive and does not create motivation for the team to strive.
Therefore, it is necessary to build criteria for evaluating civil servants associated with the results, quality of public service performance and level of people's satisfaction, in order to overcome the situation of evaluation that is still formalistic as it is now.
Meanwhile, Assoc. Prof. Dr. Tran Thi Dieu Oanh - Head of the Faculty of Law, Academy of Public Administration and Management - emphasized that it is necessary to build a clear, measurable KPI index set, including both quantitative and qualitative. In addition to indicators on progress and workload, it is necessary to supplement criteria on quality, spirit of responsibility, culture, and public service ethics... to assess more comprehensively.
For each position, it is necessary to clearly define goals, tasks, and result indicators, avoiding applying the same template. Work results, progress, and processing records are all recorded automatically, limiting the situation of "emotional scoring" or favoritism.
