Linking its use with the protection and screening of personnel.

The General Secretary and President emphasized that Party committees and personnel management agencies must periodically meet with and educate cadres on planning; listen to their legitimate concerns and aspirations; conduct assessments from multiple perspectives; and exercise stricter control over power. They must also link the use of cadres with the protection and screening of cadres.

On the afternoon of June 23rd, in Hanoi, General Secretary and President To Lam met with officials under the Politburo 's purview who are being considered for leadership positions.

Speaking at the meeting, General Secretary and President To Lam emphasized that strategic-level personnel planning must be a part of strategic governance, preparing for the future leadership of the Party and the future development of the country.

We must decisively correct the misconceptions that view planning as simply reserving a spot, queuing up for a turn, and guaranteeing a position.

General Secretary and President To Lam delivered a speech at the meeting.

PHOTO: VNA

Planning must be open but not lower in standards, dynamic but not arbitrary, and must prioritize structure but absolutely not substitute structure for standards.

Openness means not being confined to one industry, one locality, or one group of relationships; it means knowing how to find grassroots officials, in difficult areas, and in new fields.

Dynamic processes involve additions, entry, exit, promotion, and demotion. Cadres who develop well should continue to be trained, assigned tasks, and utilized. Cadres who stagnate, lose credibility, no longer have prospects, or violate standards must be removed from the planning process fairly, transparently, and in accordance with regulations.

More radical innovation in planning work.

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The General Secretary and President noted that it is necessary to face reality squarely in order to more strongly innovate planning work.

The General Secretary and President requested that the Central Organizing Committee promptly conduct in-depth research and review of strategic-level personnel planning from recent terms.

At the same time, it is necessary to research and propose new, superior, and more groundbreaking mechanisms and regulations in evaluating, selecting, planning, rotating, utilizing, and protecting cadres who dare to think and act, using measurable products and results, and genuine credibility as important criteria.

Scenes from the meeting

PHOTO: DANGCONGSAN.VN

To improve the data criteria and evaluation methods for strategic-level officials, it is necessary to develop a separate set of criteria that are substantive, measurable at the necessary level, and comprehensively reflect political acumen, ethics, integrity, strategic thinking, institutional planning capacity, organizational implementation ability, problem-solving skills, personnel management, integration, digital transformation, and prestige within the collective and public trust.

There is a strong shift from managing personnel primarily through administrative files to managing them using real-world data.

Promising officials who lack practical experience should be assigned to challenging areas and difficult tasks. Officials with strong expertise but limited management skills should be assigned implementation-related tasks. Officials showing signs of stagnation, avoidance, or reluctance to confront issues should be promptly reminded, warned, and given further challenges. If they no longer possess the necessary qualities, capabilities, prestige, and prospects, they should be resolutely removed from the planning process.

Party committees and personnel management agencies must periodically meet with and educate cadres in the planning process; listen to their legitimate concerns and aspirations; conduct assessments from multiple perspectives; exercise stricter control over power; and link the use of cadres with their protection and screening.

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The General Secretary and President affirmed that the general principle is to ensure that no unqualified individuals are overlooked, and that no truly ethical and talented people are missed. Collectives and individuals who nominate cadres must bear political responsibility and accountability for the quality of their nominations.

If actions are taken to conceal shortcomings, inflate achievements, embellish records, or show favoritism towards specific groups, accountability must be examined, especially for those in leadership positions.

The requirement is to detect problems early and from afar in both directions: early identification of outstanding individuals for nurturing and utilization, and early detection of risk signs, declining reputation, and avoidance of violations for warning, correction, and screening.

The General Secretary and President emphasized that each cadre being considered for promotion must develop their own training program. Cadres with strong character must be able to self-reflect, self-correct, work better, maintain better unity, and serve the people better; when entrusted with higher responsibilities, they must not be complacent, and when not yet entrusted with higher responsibilities, they must not be discouraged. This is also a measure of character, discipline, and culture within our Party.

Source: https://thanhnien.vn/gan-su-dung-voi-bao-ve-va-sang-loc-can-bo-18526062320473446.htm