Illustrative photo. (Photo: Bich Hue/VNA)
The reporter had an interview with Mr. Nguyen Quang Dung, Director of the Department of Civil Servants and Public Employees ( Ministry of Home Affairs ) about these innovations.
Talent must be demonstrated by work results.
- The draft law stipulates flexible recruitment methods, in addition to traditional examinations and selection, it also adds a form of reception for talented and experienced people from the non-public sector, public service units, state-owned enterprises... or signs a fixed-term contract with experts and scientists to perform some tasks of professional and technical civil servant positions. Sir, is this a new and open point compared to before?
Mr. Nguyen Quang Dung: Actually, it is not open. Previously, Decree No. 111/2022/ND-CP also allowed signing labor contracts to perform some support, service, and service work in state agencies.
However, this time, Article 25 of the draft Law on Cadres and Civil Servants (amended) stipulates that civil servant management agencies are allowed to sign fixed-term labor contracts to perform certain tasks and positions of civil servants to meet requirements.
For example, if there are urgent tasks or civil servants cannot meet them immediately, we will sign contracts with experts and scientists who can meet the needs to immediately serve those urgent tasks.
Second, we do not have to recruit them into the payroll. This is in accordance with Resolution 66 of the Politburo .
- So they are contracted to do specific work?
Mr. Nguyen Quang Dung: That's right, according to specific jobs, not contract civil servants as many people think. Contract civil servants must have a quota according to contract civil servants and management will be very complicated, if not careful, it will lead to a movement of letting relatives sign contracts, waiting for exams... In fact, we have had to rectify this situation before.
- We want to attract talent but do not reserve positions for them. Will this lead to problems in attracting high-quality human resources to state agencies?
Mr. Nguyen Quang Dung: The previous Ordinance on Civil Servants also had the concept of “reserve civil servants”, which means reserving a number of staff quotas to recruit civil servants during the probationary period before becoming official civil servants. However, this regulation was not effective.
Now we innovate in the form of recruitment for job positions, if you meet the requirements immediately then you work. If you are talented then you can apply for that position and work right away, why bother setting up a quota.
That thinking is still the old thinking, that is, selecting good students, masters, doctors and then sending them in for training, those are people with potential, not people with talent, talent must be demonstrated by work results.
A talented person is someone who, when given a task, completes it best. A talented person is someone who has outstanding abilities, the ability to complete tasks, and has more innovative thinking than others.
We must determine who meets the requirements of the task and keep them, who does not meet the requirements and release them, and recruit talented people instead of keeping the old ones and adding new ones, creating new positions. The State's salary fund can only handle that much. If we reserve positions for those children, it means we have to add more money, and in the end, we still have to train them. Our wish is that when we get a job, we can work right away.
Breakthrough in recruitment
- Also related to talented people, Minister Pham Thi Thanh Tra said that this time there is a strong and outstanding policy in attracting and employing talented people. Can you tell us what the specific regulations are?
Mr. Nguyen Quang Dung: In the amendment and supplement of the Law on Cadres and Civil Servants in 2019, when it was brought to the National Assembly, there were many opinions on what constitutes a talented person, and there was no consensus, so it was not included in the law but assigned to the Government to prescribe for each industry and field accordingly.
It is true that there are many different types of talented people. Someone who is good at driving is also talented, someone else is good at writing documents... Each field has different criteria for talent. If there is a general rule, it is just a general concept, then each industry will specify it.
The Minister of the Interior, when giving his acceptance speech, also introduced the concept of a talented person in public service as someone with outstanding ability to handle work through products. That is a general concept. However, each industry must determine its own criteria, there cannot be a general criterion that applies to all industries.
The strength here is that in the future, the State must have policies. For example, if you are talented, in addition to getting a raise, being assigned a higher job, and being rewarded, another important thing is being assigned to a leadership position, maybe even promoted.
Currently, according to Regulation No. 80-QD/TW of the Politburo on decentralization of cadre management and appointment and introduction of candidates, cadres who want to be promoted must hold their current position for at least 2 years to avoid "speedy appointment."
However, if you are truly talented, there should be no rule that you have to wait two years in a row before you can run for a higher position. I see that young people who have studied abroad, like those in our Department, have very good abilities, a desire to contribute, and a desire to show themselves, but the important thing is that they must be assigned work, and must have someone to guide and train them.
- In your opinion, is a degree a factor that determines talent?
Mr. Nguyen Quang Dung: No, a degree is just potential. Education is potential. When I was studying at the National Economics University, there were friends who were average students but graduated very well. However, there were also people who were excellent students but now they seem very average. The important thing is to handle the work.
- Returning to the recruitment issue, the draft law shows that the recruitment mechanism has many new and breakthrough points. Previously, after being recruited, one had to practice, try out, and receive salary according to the rank from low to high. This is also a problem that leads to difficulty in attracting talent to the public sector. How will the new regulations resolve these problems, sir?
Mr. Nguyen Quang Dung: Previously, we followed the vocational model, recruiting university graduates into the specialist category. After 1 year of probation, they received 85% of the salary coefficient of 2.34.
After 9 years of eligibility, one can take the exam for a senior specialist. After 6 years, one can take the exam for a senior specialist.
This draft law is innovative, following the job position, the entrance exam allows for all positions of specialist, senior specialist, senior specialist, and even leadership exam.
And when you take on a job position, you will receive the salary of that job position, so you will attract resources.
For example, talented people, people with a lot of experience in legislative techniques, a lot of management experience in the business sector, for example, we accept them into the public sector to immediately respond to important tasks, instead of having to assign small tasks first and then big tasks like before.
Now we can immediately assign important tasks to people, so that they can respond to urgent requests. That is the innovation in recruitment, very strong, different from before.
Thank you very much!
According to VNA
Source: https://baothanhhoa.vn/nhung-chinh-sach-dot-pha-trong-quan-ly-va-su-dung-can-bo-cong-chuc-250661.htm
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