Accordingly, implementing Resolution No. 03-NQ/BTV dated August 5, 2025 of the Standing Committee of the Party Committee of the Ministry of Culture, Sports and Tourism, regulations of the Party, policies and laws of the State, to ensure that the evaluation of civil servants and public employees in 2025 is realistic, fair, transparent, linking the evaluation results with the work of use, planning, appointment, reward and discipline, the Ministry of Culture, Sports and Tourism requests that administrative agencies, organizations, and public service units under the Ministry carry out the evaluation and classification of the quality of civil servants and public employees.
Based on the criteria of task performance results (KPI), evaluate and classify the quality of civil servants and public employees to determine the level of task completion, serve as a basis for arranging, using, treating, and screening civil servants and public employees, contributing to restructuring and improving quality, building a team of professional, responsible, dynamic, and creative civil servants and public employees; serving the people and businesses, and developing the country.
General evaluation criteria
Political qualities, ethical qualities, culture of public service performance and sense of discipline and order in public service performance.
Professional and technical capacity as required by the job position; ability to meet the requirements of performing assigned tasks; sense of responsibility in performing public duties; attitude towards serving people and businesses and ability to coordinate with colleagues.
Ability to innovate, be creative, dare to think, dare to do, dare to take responsibility for the common good in performing public duties.
Criteria for evaluating task performance
Evaluation of task performance results (KPI) for civil servants and public employees not holding leadership or management positions: Evaluation of task performance results (KPI) of civil servants and public employees holding professional and technical positions is carried out based on comparison between the number of completed products and the number assigned during the monthly and quarterly monitoring and evaluation periods.
Task performance results through quantity, quality and progress of products according to professional and technical job positions.
Evaluation of task performance results (KPI) for civil servants and public employees holding leadership and management positions: The tasks of civil servants and public employees holding leadership and management positions, depending on the position held, include directly assigned tasks and tasks of directing, operating, organizing task implementation, guiding, inspecting, supervising, and resolving problems within the scope of functions and tasks related to products/work and civil servants and public employees in the assigned unit.
Responsibilities of civil servants and public employees
Propose products/jobs corresponding to job positions and functions and tasks of agencies and units to include in the annual work plan.
Develop personal work plans; update fully, promptly, and honestly the implementation of assigned tasks; keep a work diary for each monitoring and evaluation period.
Responsible for honesty and objectivity in self-assessment, product/work statistics and recording assigned task performance diary
Responsibilities and authorities of heads of agencies, organizations, units employing civil servants, public employees and heads of department-level organizations and equivalent
The head of an agency, organization or unit employing civil servants and public employees has the authority to monitor, evaluate and classify the quality of civil servants and deputy heads of their agency, organization or unit and the head and deputy head of a department-level organization or equivalent (if the agency, organization or unit has constituent units).
Building criteria for evaluating and classifying the quality of civil servants and public employees
Training on assessment and classification of quality of civil servants of the Ministry of Culture, Sports and Tourism
The head of a department-level organization and equivalent (if the agency, organization or unit has constituent units) has the authority to monitor, evaluate and classify the quality of civil servants, public employees and deputies of the head of his/her unit.
The head of an agency, organization, or unit employing civil servants or public employees, or the head of a department-level organization or equivalent, within the scope of his or her authority, is responsible for:
Assign work clearly, specifically, and appropriately to the capacity and job position of civil servants and public employees under management authority to serve as a basis for monitoring, evaluating and classifying the quality of civil servants and public employees.
Direct the development of a list of common products/work of the agency, organization, or unit as a basis for monitoring and evaluation.
Organize review and identify products/jobs according to each job position group according to regulations; Confirm monitoring and evaluation results of civil servants and public employees according to authority.
Timely handle or recommend handling of violations in the process of evaluating, scoring, and classifying civil servants and public employees under management.
Authority and responsibility of the head of the agency managing civil servants and public employees
The head of the agency managing civil servants and public employees has the authority to monitor, evaluate and classify the quality of the head of the agency, organization or unit employing civil servants and public employees.
The head of the agency managing civil servants and public employees is responsible for: Guiding, urging, and inspecting the implementation of monitoring, evaluating, and scoring civil servants and public employees under their management.
Resolve problems, complaints and feedback related to monitoring, evaluating and classifying the quality of civil servants and public employees under management.
Build software to monitor and evaluate civil servants and public employees, integrated and synchronized with document management software of agencies, organizations and units; ensure full and synchronized storage of data to serve the work of evaluating and classifying the quality of civil servants and public employees.
The Department of Personnel Organization is responsible for guiding agencies, organizations and units in implementing the monitoring, evaluation and classification of the quality of civil servants and public employees within the scope of management, ensuring compliance with principles, order, procedures and methods according to regulations; promptly developing Regulations on evaluation and classification of the quality of civil servants and public employees after the promulgation of legal regulations on evaluation of civil servants and public employees.
Synthesize monthly monitoring and evaluation results of heads of agencies, organizations and units to determine the average monitoring and evaluation scores by quarter, by 6 months and by year, and submit to the Ministry's leaders to decide on the quality classification of heads of agencies, organizations and units.
Agencies, organizations and units under the Ministry of Construction shall develop criteria for evaluating the performance results of the agency, organization and unit to ensure that they are consistent with the functions and tasks of the agency, organization and unit and this Official Dispatch.
Implement the monitoring, evaluation and classification of the quality of civil servants and public employees within the scope of management, ensuring compliance with principles, order, procedures and methods according to this Official Dispatch.
Timely review, adjust, and update product/job catalogs or standard products/jobs in case of changes in functions, tasks, workload, and job positions.
Source: https://bvhttdl.gov.vn/bo-vhttdl-huong-dan-bo-tieu-chi-va-danh-gia-xep-loai-chat-luong-cong-chuc-vien-chuc-20250911114005741.htm
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