Perfecting the organizational structure and arranging enough professional staff and civil servants at the commune level.

Photo caption — Officials of the Public Administration Service Center of Thanh Vinh Ward, Nghe An Province check documents to ensure the best service for local people. Photo: Van Ty/VNA

The two-level local government apparatus has been in operation for nearly 5 months. Authorities at all levels have proactively taken many solutions to ensure that the organizational system operates stably and smoothly, without leaving any legal gaps. Following the direction of the Central Government, localities have proactively reviewed, arranged and assigned personnel to vacant positions, mobilized, seconded, and increased human resources from departments, branches and neighboring localities to overcome the situation of local surplus and shortage in communes, wards and special zones. However, according to feedback from many localities such as Hai Phong, Nghe An, Vinh Long, Tay Ninh, Quang Ngai, Gia Lai, Dak Lak , etc., there are still many difficulties and problems in the operation process.

Lack of specialized civil servants in some key fields

Through on-site inspections at communes and wards, 4 working groups of Nghe An Provincial People's Committee discovered many shortcomings such as the lack of specialized civil servants in some key areas (land, construction, health, education , information technology, etc.), affecting the progress and quality of task implementation. The reception and processing of high-level online administrative procedures still has a low rate due to unsynchronized infrastructure, software technical errors and equipment limitations. Many localities reported a lack of facilities and working means; differences in area and quality of headquarters after administrative unit arrangement.

Tan Chau Commune (Tay Ninh) is facing an overload situation at the Public Administration Center. As the old district center, the commune receives 55-65 files every day, mainly about land, but the Land Registration Office only arranges one staff. Despite repeated requests, the Land Registration Office said it currently does not have enough staff to increase.

In the same situation, some communes and wards in Hai Phong also lack specialized staff. Out of a total of 43 assigned staff, Thanh Dong ward is currently lacking 6 civil servants in the fields of land management, finance, and urban planning. After the merger, Vinh Thuan commune was assigned a payroll of 38 cadres and civil servants, but only 29 were assigned, still lacking 9 cadres and civil servants in fields such as land, construction, investment, finance, and budget management. The city has mobilized and seconded 8 civil servants to the commune government.

Mr. Do Huy Chinh, Deputy Director of Hai Phong Department of Home Affairs, said that after three rounds of mobilization, the need for additional specialized civil servants in land management, finance, budget, and planning continues.

After the reorganization of administrative units, the biggest problem that arose in Quang Ngai, Gia Lai, and Dak Lak was the arrangement and assignment of personnel at the commune level. Many communes and wards have excess cadres, civil servants, and public employees compared to the prescribed framework, but lack human resources for professional expertise in important areas such as infrastructure economics, land, digital transformation, etc. The quality of cadres, civil servants, and public employees in some places is still limited.

In the border communes, the particularly difficult areas of Gia Lai, attracting cadres from other places to work is almost not easy. A number of cadres and civil servants are under great pressure due to the workload, leading to a mentality of not really being assured of long-term commitment. Some localities, when developing the reorganization project, have not paid attention to the harmonious allocation of staff between communes and wards, causing the process of mobilizing and arranging personnel to be carried out in the spirit of "doing and adjusting at the same time", without much time for a comprehensive review.

Dak Lak province has 64 communes and wards that are short of 619 officials and civil servants compared to the number of positions assigned in professional and technical positions, of which the most lacking is Cu Bao ward, which is short of 29 officials and civil servants. Meanwhile, there are 33 communes and wards that have an excess of 182 officials and civil servants compared to the number of positions assigned in professional and technical positions.

Arrange enough professional staff and civil servants to increase management and operational capacity.

Recently, Deputy Prime Minister Pham Thi Thanh Tra, Deputy Head of the Steering Committee for the implementation of the arrangement and reorganization of administrative units at all levels and the construction of a two-level local government organization model, issued an official dispatch requesting the Chairmen of the People's Committees of provinces and cities to thoroughly resolve difficulties and problems at the commune level when operating a two-level local government. In it, it clearly stated that local Party committees and authorities identified the consolidation of the organizational apparatus and staff of cadres, civil servants and public employees at the commune level as a key, urgent task in the short and long term, requiring focused leadership and direction, and basically resolving difficulties by the end of December 2025. Localities continue to focus on supplementing and arranging enough specialized cadres and civil servants at the commune level to strengthen management and operation capacity and quality of service to people at the grassroots level, strongly shifting from a passive to a proactive state, from management to governance and creation, socio-economic development, and caring for people's lives.

At the same time, localities proactively recruit, mobilize, rotate or sign labor contracts to do professional and technical work according to the provisions of law and instructions of the Ministry of Home Affairs to supplement specialized human resources at the commune level. Provinces and cities increase the organization of professional and technical training courses for commune-level cadres and civil servants; research and have support policies suitable to the local budget capacity for cadres and civil servants who have to move to work far away to the new administrative center in the first years.

Conclusion No. 221-KL/TW of the Politburo and Secretariat issued on November 28 also requires provincial and municipal Party Secretaries to increase their visits to the grassroots to grasp the situation, inspect, urge, and promptly direct the resolution and removal of difficulties and problems that arise, especially in the handling of headquarters and public assets, ensuring that work is carried out on schedule and meets quality requirements. The Politburo and the Secretariat assigned the Government Party Committee to lead and direct ministries and branches to continue to coordinate with the Ministry of Justice and relevant agencies to urgently review the entire system of legal documents in each sector and field to promptly amend, supplement and perfect institutions, policies and laws to ensure closeness to reality and thoroughly overcome overlapping and contradictory situations that are not suitable for the 2-level local government model, with special attention to modernizing digital infrastructure, improving the capacity of commune-level officials and rationally arranging the team according to new task requirements.

To solve the human resource problem at the commune level, Dak Lak province implements rotation, mobilization, secondment, and reinforcement of civil servants and public employees of departments, branches, sectors and equivalents, and provincial-level public service units to work in communes and wards. Heads of agencies, organizations, units, departments, branches, sectors and equivalents, and provincial-level public service units shall review and evaluate the capacity of cadres under their management to implement rotation, mobilization, secondment, and reinforcement of 5-7% (current civil servants and public employees and those planned to lead departments, branches, sectors of the province and above), with experience, capacity, and development prospects in arranging leadership positions at the commune level, leaders of specialized departments and divisions (deputy/head level) or specialized civil servants in communes and wards that are lacking, especially in difficult, remote and isolated areas.

To resolve difficulties for commune-level authorities, the Quang Ngai Provincial Party Committee assigned the Standing Committee of the Commune-level Party Committee to lead and direct the mobilization and arrangement of staff and civil servants under its authority in accordance with professional requirements, expertise and practical work experience to best promote the existing human resources of the commune level. The Standing Committee of the Commune-level Party Committee is responsible for assessing the current situation of the staff, civil servants and public employees. If it is found that any job position is not guaranteed or does not meet the job requirements, it will make recommendations to the provincial level for timely direction. Resolutely not let the professional work of the commune, ward and special zone levels stagnate, delay, backlog or be ineffective.

As of November 26, 8 departments and branches of Quang Ngai have dispatched 47 officials and civil servants to support communes, wards and special economic zones in performing tasks related to healthcare, digital transformation, justice, finance and construction for a period of 3 to 12 months. At the same time, 7 departments and branches of the province have established a working group to resolve difficulties and problems related to personnel work in communes, wards and special economic zones.

Source: https://baotintuc.vn/thoi-su/kien-toan-to-chuc-bo-may-bo-tri-du-can-bo-cong-chuc-chuyen-mon-o-cap-xa-20251130140317873.htm