The Politburo has stipulated a system for "scoring" leaders from the highest to the grassroots level.

(Dan Tri Newspaper) - Leading and managing collectives and individuals in the political system from the central to local levels must conduct self-criticism, evaluation, and ranking of their performance based on their term, annually, quarterly, or when necessary.

These points are clearly stated in Political Bureau Regulation No. 366 on the review, evaluation, and classification of the quality of collectives and individuals within the political system. Regulation 366 consists of 4 chapters and 19 articles, replacing Regulation No. 124 of 2023 on this matter.

Regulation 366 clearly outlines the purpose, requirements, principles, and basic content of reviewing, evaluating, and ranking the quality of collectives and individuals within the political system on a term basis, annually, quarterly, or when necessary.

This regulation applies to Party committees, Party organizations, leadership and management collectives, organizations, agencies, units (collectives), and individuals within the political system from the central to the grassroots level.

Ho Chi Minh City Party Secretary Tran Luu Quang inspects the public administrative service center of Binh Duong ward on September 17 (Photo: Tuan Vu).

With Regulation 366, the Politburo established criteria for evaluating collectives and individuals within the political system to determine the level of task completion, serving as a basis for appointment, planning, utilization, remuneration, rewards, screening, replacement, discipline, temporary suspension from work, dismissal, resignation, and removal from office for officials.

This regulation also aims to contribute to building a professional, responsible, dynamic, and creative workforce to serve the people and businesses, and contribute to the country's development in the new era.

According to the Politburo, the evaluation of cadres must be consistent in principles, criteria framework, methods, authority, process, and procedures for evaluating collectives and individuals within the political system at all levels, ensuring synchronicity and uniformity from the central to the grassroots level.

Performance evaluations must be based on job effectiveness, the results of task execution, and specific products associated with the job position, responsibilities, and duties, in terms of quantity, progress, and quality.

Ensuring that the review, evaluation, and ranking process is democratic, fair, objective, scientific , and truly reflects the substance, while avoiding formalism, is also a requirement emphasized by the Politburo.

The Politburo emphasized the principle of conducting evaluations in a comprehensive, continuous, multi-dimensional manner, with specific criteria and concrete results; combining qualitative and quantitative criteria, with particular emphasis on quantitative criteria regarding the results and effectiveness of task implementation.

The Politburo has established a framework, providing principles and guidance for Party committees, Party organizations, organizations, agencies, and units at all levels to further concretize, especially the content of self-criticism, and to develop a set of evaluation criteria suitable to the characteristics of their respective sectors, fields, responsibilities, and tasks according to the management hierarchy.

The principle emphasized by the Politburo in this regulation is that "collectives and individuals undergoing self-criticism must be evaluated and ranked."

The results of evaluating and ranking cadres, civil servants, public employees, and workers serve as the basis for evaluating and ranking the quality of Party members.

The Politburo emphasized that the level directly responsible for managing and assigning tasks is also responsible for evaluating and classifying personnel; ensuring interconnectedness and uniformity in personnel work. The evaluation results are used as a basis for screening, planning, training, fostering, rotating, assigning, utilizing, and appointing cadres.

This result also serves as a basis for replacing, temporarily suspending, dismissing, accepting resignations, or removing leading and managerial officials; and for implementing measures to manage and utilize officials, civil servants, and employees in accordance with their performance or terminating their employment when they do not meet the requirements.

The quality of collectives and individuals after review and evaluation is classified into the following levels: Excellent performance; good performance; satisfactory performance; unsatisfactory performance.

Source: https://dantri.com.vn/thoi-su/bo-chinh-tri-quy-dinh-cham-diem-lanh-dao-tu-cap-cao-den-co-so-20250920071540684.htm