To no longer be emotional in evaluating cadres

The Law on Cadres and Civil Servants 2025 stipulates that the management agency will use the assessment results to implement rewards, additional income regimes, bonuses or consider arranging lower job positions or dismissal to screen out those who do not meet the requirements of the task from the apparatus. To evaluate and screen cadres and civil servants, the law stipulates the principles, authority, content, and methods of assessing and classifying the quality of civil servants on the basis of regular, continuous, multi-dimensional, and quantitative monitoring and evaluation using specific criteria associated with the progress, quantity, and quality of results and products according to job positions in the form of KPIs.

KPI is understood as a tool to measure and evaluate work performance, often expressed in numbers, ratios, or quantitative indicators, to reflect the performance of an individual or organization.

Regarding the development and implementation of KPIs, the draft decree on the assessment and classification of civil servant quality drafted by the Ministry of Home Affairs is being sent for comments along with a form for monitoring and evaluating civil servants, a form for classifying civil servants and instructions on the steps for creating a list, work products, determining standard products/work and converting assigned tasks into standard products/work, providing 3 groups of criteria: qualities, professional capacity and innovation ability, quantified into 100 points with a mandatory KPI table, which the drafting agency aims to... avoid the situation of "everyone is good at the end of the year" as is happening in many agencies and units.

Notably, in the 3 criteria groups, the group aiming at innovation capacity and pioneering spirit requires civil servants to have breakthrough products and solutions; be ready to take on difficult and complicated tasks; be responsible for the results; proactively make decisions within their authority and be pioneers in carrying out new tasks, accounting for 40% of the total score. The proposed score higher than the other 2 groups is aimed at encouraging the daring to think and act of the subjects applying.

Evaluating cadres and civil servants based on KPI is a suitable and necessary orientation in the new development stage. This has been paved by legal regulations and the next steps are being implemented urgently but also very cautiously to ensure that when applied in practice, it will bring out the highest efficiency.

At the 9th Session of the 15th National Assembly , National Assembly Deputy Nguyen Thi Viet Nga stated her opinion: “Talent cannot be discovered through records, degrees or through formal exams. Talented people in public service need to be discovered through practical tasks, through the ability to handle new and complex problems, and especially through the results of creating public value”. To do that, the KPI toolkit will be a fair “measure”. There will no longer be blindness and emotion in the assessment leading to the omission of talented people. On the other hand, through the KPI “filter”, officials and civil servants will also see what they lack to supplement.

Only when KPI becomes the driving force for career development instead of the “administrative clock” can the spirit of innovation and creativity of officials be aroused. KPI has been widely applied in the private sector, and now it is hoped that this toolkit will receive consensus for early application in the public sector.

Thai Minh

Source: https://baothanhhoa.vn/de-khong-con-cam-tinh-trong-danh-gia-can-bo-254333.htm