The Ministry of Home Affairs proposes to remove regulations on promotion of public employee professional titles, keeping only the promotion review form to reduce the exam burden.
The draft Decree amending and supplementing regulations on cadres, civil servants and public employees is being consulted by a number of agencies before being submitted to the Government by the Ministry of Home Affairs.
According to current regulations, there are two forms of promotion for public employees' professional titles: exam and review. This is under the authority of specialized management ministries and public officials management agencies.
However, the Ministry of Home Affairs said that the promotion exam for public employees' professional titles had faced many difficulties in the past time. The ministries managing specialized professional titles are slow to promulgate circulars regulating the content, form of examinations and consideration for promotion, leading to delay in organization, affecting the interests of public employees.
From 2012 to 2018, only 6 ministries held exams or considered for promotion of public employees. The localities mainly appoint civil servants to participate in examinations organized by the ministry; Only Hanoi city organizes the exam. Titles such as architect, appraiser, surveyor, cadastralian, and director have not been tested.
Teacher at Thanh An Primary School (Thanh An Island Commune, Can Gio District, Ho Chi Minh City) on October 20, 10. Image: Quynh Tran
The condition for public employees to take the exam is to have a certificate of training for professional titles, while many titles cannot develop training programs and courses. Therefore, many civil service promotion exams are not held.
According to the Ministry of Home Affairs, the exams are also not associated with the requirements to improve the quality of public employees because the content is still formal, not close to the job position and job characteristics of each professional title.
The system of job positions, the structure of public employees by professional titles, descriptions and frameworks of capacity and positions of public employees are not yet complete. This leads to the fact that before and after being promoted, there is no change in work, quality of task performance as well as the difference in capacity and qualifications when being appointed to a job title. higher career. The current promotion of public employees mainly deals with salary and income regimes.
With a large number of officials (about 1,8 million), working in many professions and fields, across the country, organizing the annual promotion exam is costly; In particular, in some places, violations and negatives occur.
From the above situation, the Ministry of Home Affairs said that when salary reform and synchronous correction of relevant regulations have not been implemented, it is necessary to give up the exam and keep only the form of consideration for public employee promotion. In the process of reviewing the implementation and amendment of the Law on Cadres and Civil servants and the Law on Public Employees, the Ministry will continue to propose overall solutions to manage and improve the quality of the contingent of public employees.
In the draft Decree, the Ministry of Home Affairs also propose decentralization of authority to organize examinations for promotion of civil servant ranks and promotion of public employee professional titles.
Specifically, the civil servant management agency that is decentralized based on the list of job positions and the rank structure of civil servants organizes exams to raise the rank from employee to cadre, cadre to expert, and expert to chief expert. without consulting the Ministry of Home Affairs or the Central Organizing Committee.
The agency managing public employees shall assume the prime responsibility for considering promotion to rank 1 professional titles and appointing and ranking A3 public employees without consulting the Ministry of Home Affairs. Consideration for promotion of 2nd and 3rd-class professional titles will be assigned to agencies with decentralized recruitment competence.
