Deputy Minister of Home Affairs Truong Hai Long recently signed Document 7968, outlining the directions for the arrangement and organization of personnel and civil servants in administrative restructuring.

The document has been sent to ministers, heads of ministries, heads of government agencies, and chairpersons of provincial and city people's committees.

Selected personnel could be from inside or outside agencies

The positions under management of the Politburo and the Party Central Committee Secretariat, will be considered and determined according to their authority. 

The process must ensure principles in personnel work and align with the goals, requirements, and orientation for each position.

Specifically, for the head of agencies, organizations, or units, the selection must be implemented based on practical conditions, the standards and capabilities of personnel. Leadership of ministries, sectors, and localities will choose the heads of the new agencies who have to satisfy the requirements of the new agencies.

The selected personnel can be from inside or outside the merged or unified agencies, organizations, or units.

If the current heads of agencies, organization, or unit are not selected to continue leading new agencies/units, they will be appointed to the immediate subordinate positions and are entitled to policies as per the Government's regulations on organizational restructuring.

For deputy position, decisions must be made while considering the current number of deputies of the agencies, organizations, or units undergoing merger or unification. Leadership of ministries, sectors, and localities can place these deputies as deputies in the new organization or assign them to other entities based on the task requirements and personnel capabilities.

In the immediate time, the number of deputies in newly formed entities might exceed the regulations, but ministries, sectors, and localities must build plans to reduce this number in line with general regulations within five years (from the date of project approval by the competent authority).

For civil servants and public employees not holding leadership or management titles, ministries, sectors, and localities will propose plans to arrange personnel and appoint them to the positions that suit the duties they undertook before merger.

If there's no longer a task for them, the redundant personnel may be moved to other suitable agencies, organizations, or units based on their expertise, or resolved according to current regulations.

In the immediate time, the staffing numbers of new agencies and organizations must not exceed the total number present before the merger or unification. However, ministries, sectors, and localities must plan to streamline staffing within five years (from the project approval date by the competent authority).

After the organizational restructuring, ministries, sectors, and localities have to plan training for their personnel to adapt to requirements of the new agencies, organizations, and units.

Meanwhile, the personnel who cannot satisfy the requirements and lack responsibility will be cut.

Positioning leaders based on capability

Furthermore, MHA has also set the principles for developing plans to arrange and position staff and civil servants when reorganizing administrative structures.

The heads of party committees, agencies, organizations and localities must take responsibility for the arrangement and positioning of personnel within their management scope.

The arrangement and positioning of personnel must be done seriously, cautiously, scientifically, and stringently; ensuring democracy, transparency, specific principles and criteria, aligned with the practical situation of the staff and the task requirements of each ministry, sector, or locality.

It is necessary to pay attention to appointing cadres with outstanding capabilities, high responsibilities and enthusiasm to important positions in association with the personnel arrangement and positioning with staff streamlining and restructuring for each agency, organization, or unit.

Moreover, it is necessary to have review and evaluation of the quality of personnel based on job positions at the new agencies, so as to carry out effective personnel arrangements, streamlining, and team restructuring.

When choosing, arranging, and positioning leaders and managers, it is necessary to consider the capacity, specialization, prestige, work experience, and specific outputs to be sure that the virtues suit the functions and tasks of the new organizations.

Thu Hang