NTO - Regulation No. 114

The appointment of officials that is biased, self-serving, and driven by personal gain is still occurring in many localities, agencies, and units. To thoroughly address this negative situation, the Politburo recently issued Regulation No. 114-QĐ/TW on controlling power and preventing and combating corruption and negative practices in personnel work.

One of the new provisions clearly stated in Section 3, Article III is that acts of exploiting or abusing one's position and authority will include: Incorporating personal intentions into the process of personnel work for the purpose of self-interest or benefiting personnel during the personnel work process.

The new points in this Regulation have been widely supported by officials, Party members, and the people; they believe that, in order to purify the cadre system, it is necessary to strictly deal with acts of self-serving behavior in personnel work.

Impact on public trust

It can be said that the issue of seeking positions and power through illicit means has been discussed for a long time, but it still persists in some areas and has not been thoroughly resolved. During the 11th and 12th Party Congresses, the Party paid close attention to negative manifestations in personnel work. The 4th Plenum of the 12th Central Committee of the Party identified "manipulation in personnel work; seeking positions, power, appointments, transfers, degrees, and immunity from prosecution," and "using entrusted power to serve personal interests or allowing relatives and acquaintances to exploit one's position and authority for personal gain" as specific manifestations reflecting the decline in political ideology, morality, and lifestyle.

Commenting on this issue, sociologist Dr. Dang Vu Canh Linh - Director of the Institute for Youth Research (Vietnam Youth Academy) - stated that currently, in many places, there are still instances where personnel involved in organizational work have ulterior motives, private purposes, and self-serving intentions. They deliberately seek subtle ways to interfere in the selection, promotion, and appointment processes of officials according to scenarios they have calculated, in order to create interest groups and manipulate power.

According to Dr. Dang Vu Canh Linh, most cases involve not only personal gain but also group interests, with trade-offs not merely material but also much higher values, labeled with many different meanings such as gratitude, obligation, borrowing and repaying, exchange, give and take… These phenomena cause instability and significant consequences for public service in general, and for the development of each sector, field, and locality in particular.

Personnel are considered the most crucial element. If those responsible for personnel work are not impartial, honest, and compliant with Party regulations and the rule of law, can we really appoint leaders who are talented, dedicated, visionary, and committed to serving the country and the people?

"If a leader is appointed through self-serving and calculated actions from superiors, then he will inevitably be self-serving, feel indebted to those who helped and appointed him, and may even be constantly influenced and controlled by others. Mistakes in personnel management not only negatively impact the quality of personnel in their positions but, more dangerously, lead to a decline in public service ethics and a loss of public trust," asserted Dr. Dang Vu Canh Linh.

Agreeing with this assessment, Lawyer Ha Huy Tu, Director of the Center for Legal Consulting for the Poor and Community Development (Vietnam Lawyers Association), stated that this is a sad and alarming reality, causing many dangerous consequences for the country and society. These consequences erode public trust in the process of appointing and assigning officials, limiting the opportunities for talented and dedicated individuals who want to contribute significantly to the country and society. Because they are not aligned with the right "factions," they are not appointed to positions where they can maximize their abilities and experience.

"If an agency or organization fails to assign the right people to the right jobs, and only appoints officials based on nepotism, then that agency or organization will lack stability and sustainable development, and internal conflicts and infighting will arise," lawyer Ha Huy Tu affirmed.

Early and proactive prevention and control are key.

Considering that the Party and State have accurately identified personnel work as the key to everything, lawyer Ha Huy Tu assessed that the Politburo's issuance of Regulation 114-QĐ/TW on controlling power and preventing and combating corruption and negative practices in personnel work is very timely and appropriate to the current situation.

Section 3, Article III of the Regulation clearly states that "the embedding personal agendas when carrying out personnel work for ulterior motives or purposes, or to benefit personnel during the personnel work process" is extremely sophisticated and very serious. Regulation 114-QĐ/TW of the Politburo is a crucial "gateway barrier" to prevent and deter these sophisticated violations from an early stage and from afar.

"These are highly preventative regulations, not only for behaviors currently occurring but also of great importance in preventing and limiting potential negative consequences in the future."

Dr. Dang Vu Canh Linh assessed that Regulation 114-QD/TW was researched and issued very promptly, closely aligned with the Party building and rectification efforts in the new period, including personnel organization work. Compared to Regulation 205-QD/TW of the Politburo on controlling power in personnel work and combating bribery for positions and power, Regulation 114-QD/TW represents a development in both theory and practice, more clearly identifying acts of abuse and misuse of positions and authority in personnel work, some acts of covering up and assisting in bribery for positions and power… It more specifically points out manifestations of corruption, bribery for positions and power, and more clearly defines the subjects and responsibilities of the parties involved in personnel organization work.

"This is one of the most important foundations for us to be able to make more scientific and objective assessments in personnel work, the process of identifying, training, developing, and appointing cadres in the future," emphasized Dr. Dang Vu Canh Linh.

According to VNA/News Agency

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