Proposal to have special preferential policies in recruiting ethnic minorities

According to Delegate Dang Bich Ngoc (Phu Tho Delegation), in the past, agencies and organizations have not been truly scientific in establishing their job positions. The determination of job positions is still a formality, not truly effective, and does not meet the requirements as a basis for recruitment, use and management.

Ms. Dang Bich Ngoc speaks (Photo: Quang Vinh)

Determining job positions is still a formality and not really effective.

On November 13, the National Assembly discussed in the hall the draft Law on Civil Servants (amended).   Referring to the issue of innovation in recruitment, use and management of civil servants according to job positions (Article 3), Delegate Dang Bich Ngoc ( Phu Tho Delegation) said that Clause 2, Article 3 stipulates: "Implement recruitment, use and management of civil servants according to job positions and based on labor contracts", this is a new regulation, consistent with the trend of public sector reform, ensuring consistency and synchronization with the method of managing cadres and civil servants prescribed in the Law on Cadres and Civil Servants, contributing to creating a legal basis for implementing salary payment according to job positions.

President of the Vietnam Fatherland Front Central Committee Bui Thi Minh Hoai attended the discussion session (Photo: Quang Vinh)

However, according to Ms. Ngoc, in the past, agencies and organizations have not been truly scientific in building their job positions. The determination of job positions is still formal and not really effective, meeting the requirements as a basis for recruitment, use and management. Therefore, it is recommended that the draft Law should have a provision assigning the Government to guide the building of job positions in public service units to ensure that they are realistic, scientific, and meet the requirements of the tasks of agencies and units, contributing to increasing transparency and fairness in personnel work, continuing to improve the quality and efficiency of public service units, improving the quality of public service, meeting the increasingly high development needs in the current period.

Evidence in Clause 4, Article 3 stipulates: " There are preferential policies in recruiting talented people, ethnic minorities, and people with revolutionary contributions to become civil servants". However, according to Ms. Ngoc, in practice, the process of recruiting civil servants always has great competition among candidates. However, in order to encourage, motivate and have a mechanism to create conditions for children of ethnic minorities in remote, isolated and particularly difficult areas, ethnic minorities have very few opportunities to become civil servants, so special mechanisms and policies must be given to them .   Because ethnic people living in remote areas have long been attached to life and culture; they are a stable, long-term source of labor for especially difficult areas.

Because in reality, many people in the city and the plains may register for civil service exams in remote areas, but only work for a short time, and if conditions permit, they will request a job transfer, without performing their duties for a long time in the village. Therefore, creating a special support and priority mechanism to attract ethnic minorities in remote areas, especially difficult areas is important, helping children of families there have the conditions and ability to access exams for suitable job positions.  

From there, Ms. Ngoc suggested that the draft Law should add this subject and rewrite it as: "There are special preferential policies in recruiting ethnic minorities in remote areas, extremely difficult areas, and ethnic minorities. The Government shall specify these special cases in detail." At the same time, in Clause 5, Article 16 on the principles of recruiting civil servants, it is proposed to add the phrase "remote areas, extremely difficult areas, and ethnic minorities" after the phrase "ethnic minorities" to ensure special preferential mechanisms and policies for ethnic minorities in truly difficult areas, and to encourage and create conditions for their children to be recruited to serve in the locality.

Many students graduate without jobs.

Regarding the method of recruiting civil servants (Article 17), Ms. Ngoc analyzed: At point b, clause 1, Article 17 stipulates: "Selection for each group of subjects   excellent graduates, ethnic minorities, students studying under the selection system".

Ms. Dang Bich Ngoc speaks (Photo: Quang Vinh)

But Mrs. Ngoc   It is recommended that the draft Law consider adding provisions for ethnic minorities "in remote areas, areas with particularly difficult socio-economic conditions, and ethnic minorities with few people". Because many areas are basically ethnic minorities, applying the selection method as prescribed in the Law is not feasible and difficult to choose. The Law should stipulate in the direction of prioritizing according to the locality in accordance with reality, meeting the local human resources for places with special difficulties and difficult recruitment.

According to Ms. Ngoc, for students studying under the recruitment system, this is a humane policy of the Party and the State for ethnic minority children in remote, isolated and particularly difficult areas. However, in the past, recruitment has not been linked to job needs as well as job position needs in localities. Therefore, many students studying under the recruitment system have no jobs after graduation; meanwhile, the State has to spend a large amount of money to train these subjects. Many students, after being sent to study at universities, go to work under contracts in many localities, including big cities, without returning to serve the locality due to lack of enrollment targets and communes not having the staff to recruit these subjects.

Therefore, Ms. Ngoc suggested that the Government should have specific regulations on the subjects of students that localities send their children to study, which must be linked to the needs of local officials, and the professions that are lacking are unlikely to attract officials. Thus, the new policy will be effective and put into practice, in line with the development requirements in the current period, especially in the context that we are implementing a 2-level local government. Otherwise, the Law stipulates but cannot be implemented. Therefore, it is necessary to clearly stipulate: these subjects must still ensure the requirements of expertise and profession according to recruitment needs and job positions.

Notably, regarding the authority to recruit civil servants (Article 18), Ms. Ngoc agrees with the regulations on the implementation of civil servant recruitment according to the decentralization and authorization of ministries, branches, provincial People's Committees, and public service units to recruit civil servants when decentralized according to the Government's regulations. However, currently, the sub-Law documents regulating this issue are overlapping, duplicating, unclear, making it very difficult for the grassroots to organize implementation. Especially when we implement the 2-level local government model. Therefore, it is recommended that the Government direct ministries, branches, and localities to review relevant documents to guide the organization of unified and synchronous implementation, especially documents related to the Ministry of Education and Training on recruitment and use of educational civil servants.

Viet Thang - Trung Hieu

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