"A test" of officials' competence

After more than a month of operating the two-tiered local government system, the apparatus has initially operated stably and smoothly, creating positive changes in serving the people and businesses. Notably, it has reduced time and costs for citizens; increased the proactiveness and initiative of local authorities; and received the approval and support of the people. However, this is also a large-scale, decisive "test" of the capacity, character, thinking, and skills of the grassroots officials.

For the two-tiered local government system to operate smoothly and efficiently, the most fundamental and crucial link is the team of commune-level officials and civil servants – those who directly handle the people's affairs. Gone are the days of managing a small area or a few residential groups; now, commune-level officials shoulder the responsibility of managing an area that may be many times larger, with a significantly increased workload and diverse problem-solving requirements. Even a slight lack of thoroughness, slow response, substandard handling of situations, or insufficient knowledge can easily erode public trust.

In this context, the current personnel landscape at the commune level lacks uniformity, especially in terms of expertise and professional skills; there are disparities in qualifications and skills. According to the Ministry of Interior , approximately 70% of commune-level officials and civil servants are currently from the former commune level, with only 30% having been transferred from the former provincial or district level. Furthermore, among this 30%, not everyone is assigned to work that matches their professional expertise.

This leads to a situation of both surplus and shortage of officials and civil servants. Therefore, in many localities, officials still have to take on additional responsibilities, performing tasks outside their trained expertise. In some places, there is even a complete lack of qualified officials and civil servants in important fields.

This disparity leads to a lack of skill synchronization, especially in the context of new tasks such as digital transformation, promoting administrative reform, and handling applications regardless of administrative boundaries, which require commune-level officials and civil servants to have high professional competence and flexible thinking.

At the August work review meeting, Minister of Home Affairs Pham Thi Thanh Tra announced that the Ministry of Home Affairs will select and second 34 capable, qualified, dedicated, and responsible officials to support provinces and cities for three months. The Ministry of Home Affairs is also advising localities to review, evaluate, and classify the staff of commune-level officials and civil servants according to specific criteria and standards. This will allow for the screening and handling of those who do not meet the requirements, while simultaneously recruiting new high-quality personnel.

Many localities have taken proactive action. Thanh Hoa province has deployed and rotated hundreds of highly qualified officials to communes lacking manpower. The Chairman of the People's Committee of Ho Chi Minh City, Nguyen Van Duoc, has also requested leaders of departments and agencies to strengthen the secondment of officials and civil servants to localities to support the commune level. Meanwhile, Hue City is reviewing and assessing the current situation of commune-level civil servants in terms of professional qualifications, capacity for performing official duties, job positions, etc.

Commune-level officials are the "face" of the government to the people. A good policy, a correct decision, but if it reaches the people through a weak commune-level apparatus, its effectiveness will be reduced. Commune-level governments are the closest to the people, understand them best, and have the most direct impact on their lives.

For the two-tiered local government system to operate effectively, the commune-level staff must be strong, qualified, and consistently supported by sound mechanisms and policies. Simultaneously, decentralization and delegation of power must be clear, coupled with transparent mechanisms for inspection, supervision, and evaluation. Only then will grassroots officials dare to make bold decisions, take responsibility, and be creative in their work.

Streamlining the organizational structure yields very clear results, but without adequate investment in human resources, the benefits of streamlining will be difficult to fully realize. A team of grassroots officials with sufficient dedication, vision, and skills is the key to creating a foundation for sustainable development at the local level.

NGO BINH

Source: https://www.sggp.org.vn/cuoc-sat-hach-nang-luc-can-bo-post807902.html