Over the past years, the Vietnamese Government, with determination, serious actions, and reformed working methods, has removed barriers to business to make big changes and achieve impressive results in many fields, especially in terms of economic growth.

However, limitations of personnel, personnel policies and the administrative apparatus have not made the Government’s operations run smoothly.

Party General Secretary and President Nguyen Phu Trong once asked agencies to answer the question: Why has the Party issued many guidelines and policies on personnel tasks in the past 20 years, especially in recent years, but there are still many shortcomings and low efficiency? What are the causes of this situation?

In order to realize the goal of becoming a high-income country by 2030 and a developed country in 2045, Vietnam must make breakthrough reforms and use talents to successfully integrate into the world economy, create rapid development, and quickly catch up with developed countries.

Purifying corrupt and weak officials

Can Tho City organized exams to select a Deputy Director of the Department of Justice in October 2018. Photo: SGGP

The country cannot take off with a cumbersome state apparatus operated by a large but not strong contingent of staff.

As of July 1, 2017, the workforce in the public sector was more than 3.8 million people (excluding employees of state enterprises, the army, the police forces). Of which, around 1 million people worked for public administrative agencies, 2.5 million people in public non-business agencies, and 237,000 people in political organizations, unions and associations.

The leaders and managers accounted for over 20% of the total workforce. Particularly, at some agencies, up to 44 out of 46 employees were managers and even all employees were officials, without a single normal employee. There was a state department with up to six heads and seven deputy heads and a department with 19 deputy heads.

More worryingly, cronyism, group interests, and corruption are destroying the capacity and prestige of the public apparatus, eroding people’s trust in the Party and State.

Therefore, the Government needs to screen and remove unqualified public servants and replace them with new talented ones in order to refresh and lift the capacity of the state apparatus. In particular, it is necessary to step up the fight against corruption to clean up the apparatus and regain the people's trust.

First of all, it is necessary to apply the 4-step quantitative assessment process to classify and screen high-ranking officials. Accordingly, the minister signs a results agreement with the deputy minister, the deputy minister signs the results agreement with the director general of general departments (for ministries with general departments), the director general signs the results agreement with the director of bureaus, the bureau director signs the results agreement with the head of departments, and so on.

In step 1, the selected leader makes a strategic plan associated with the mission of his agency, identifies specific goals, and makes a specific plan to achieve the goals.

In step 2, the selected leader and his direct superior sign an agreement on the results and targets that the selected leader and his agency must obtain.

In step 3, the direct superior conducts a mid-term review, and checks the progress and the results achieved by the selected leader compared to the goals and achievement committed in the agreement.

In step 4, the direct superior assesses the achievement level and makes an assessment decision. The direct superior must be very fair and objective, and must work directly with his subordinate for at least 6 months.

Thus, the direct superior not only must know the job well, but also know the capabilities, strengths and shortcomings of his subordinate. With clear, specific quantitative criteria, specific goals and targets agreed upon from the start, those who do not meet the requirements will have to withdraw.

Every year, based on the level of work completion, there is a corresponding salary, bonus and promotion regime. The higher the result, the higher the salary and the higher the title granted to the official. The officials who fail to fulfill the minimum missions for two consecutive years will have their salary slashed and will be dismissed from their position.

The leaders are those who guide the country’s development and therefore the leadership positions must be given to the most talented people regardless of family background, seniority or age.

Ranking state organizations

Mr. Bui Minh Nhut, Deputy Director of the Department of Education and Training of Ben Tre Province, was selected through exams. Photo: VGP

It is necessary to build a strong system in evaluating and ranking state organizations, and the evaluation results should be made public. First of all, an annual quantitative assessment should be conducted for ministries and the governments of 64 provinces and cities.

The heads of ministries and branches and 64 provincial People's Committees have to sign an agreement on the performance of their organizations with the Prime Minister.

An Evaluation Council consisting of highly reputable National Assembly members, scientists, prestigious experts and members of the Prime Minister's Advisory Group (total about 180 people) should be established. The Council is established by the Prime Minister. When necessary, the Council can consult or hire prestigious international rating organizations to conduct independent assessment.

The evaluation results will be used as a basis for budget allocation and to promote or dismiss leaders of ministries and 64 provincial People's Committees. Ministries and provinces that achieve excellent results, with high rankings, and exceed the set targets will be provided with additional funding. The agencies that fail to fulfill the assigned tasks and targets for two consecutive years are not entitled to additional funding.

Leaders of ministries and provincial governments that consecutively achieve excellent performance and high rankings exceed the assigned goals are considered to be promoted to higher positions and vice versa. Leaders of ministries and provincial governments which record poor performance for two consecutive years will be dismissed.

The evaluation results should be made public.

Thus, not only the leaders of the ministries and provinces, but also the staff must try to do their best.

Dr. Pham Manh Hung (Institute for World Economics & Politics)

Gathering the talent for national leadership and governance

Talented people are available at any time, talent is everywhere, but the number of talented persons is often limited.