The process of screening officials involves both entry and exit.

Establish a performance evaluation mechanism to regularly screen the workforce based on the principle of "entry and exit, promotion and demotion"; link job performance results with training opportunities, promotion, and salary.

The Ministry of Justice has just released the assessment report on the proposed amendments to the Law on Cadres and Civil Servants, which was drafted under the leadership of the Ministry of Interior.

In the draft, the Ministry of Interior proposes three major policies. One of these is to improve regulations on mechanisms to encourage and protect dynamic, creative officials and civil servants who dare to think, dare to act, and dare to take responsibility for the common good; and mechanisms to create, attract, and utilize high-quality human resources to work in the political system's apparatus.

The draft Law on Cadres and Civil Servants (amended) proposes options to create a legal basis and mechanisms to encourage and protect dynamic, creative cadres who dare to think, dare to act, and dare to take responsibility (illustrative image).

According to the proposed option selected by the drafting agency, the revised draft law will specifically regulate the rights of officials and civil servants to be encouraged and protected in performing their duties. Along with that, it will outline the obligations of officials and civil servants to be responsible for their work; to be dynamic, creative, daring to think and act, and flexible in performing their duties.

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Simultaneously, establish mechanisms for excluding, exempting, or mitigating responsibility for officials and civil servants when implementing innovative proposals; and mechanisms for nurturing, screening, and selecting high-quality human resources right from their time in the learning environment.

Establish a performance evaluation mechanism to regularly screen the workforce based on the principle of "entry and exit, promotion and demotion"; link job performance results with training opportunities, promotion, and salary.

It can be said that these regulations are essential and effective tools in building a high-quality workforce for the public administration, meeting the expectations of the people and the development requirements of the country in the new era in the spirit of "lean, efficient, and strong".

These regulations will create a legal basis and mechanism to encourage and protect dynamic, creative officials who dare to think, dare to act, dare to take responsibility, are ready to face difficulties and challenges, and always strive to act for the common good. In addition, they will motivate officials to actively develop their creative intellect, boldly propose innovative ideas and approaches, and remove bottlenecks and obstacles in mechanisms and policies.

At the same time, these regulations also ensure openness, transparency, and objectivity; limit negative practices in planning work in many localities and units, and combat corruption and negative practices in public service.

If we have a team of truly talented, dedicated, and responsible officials, the people and businesses will benefit directly and indirectly.

In particular, a periodic evaluation mechanism will help avoid the situation where people are appointed and then comfortably remain in their positions.

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In reality, many leaders, once in a position of power, remain in their position until their term ends or they retire, regardless of their abilities and qualifications. Essentially, once they're in, it's very difficult to leave. This is due to a lack of a proper screening mechanism. Coupled with this is the psychological pressure when someone loses their position, is removed from the system, or even voluntarily resigns.

We often say, "Those who are incompetent or unsuitable must make way for others." However, what constitutes incompetence? What does it mean to be unsuitable? Therefore, the definition of the concept and the content of the regulations need to be clear, and the sub-legal documents must be very specific and detailed. Only then will not only the collective but also the individuals being screened accept the decision wholeheartedly.

In addition, it is necessary to strengthen propaganda, education , and mobilization so that each official and Party member raises their awareness, realizing that "promotion and demotion," "entry and exit," are perfectly normal occurrences. Then, without the need for screening, many will likely voluntarily resign when they feel they cannot fulfill their duties without resorting to holding onto their positions at all costs.

Source: https://www.baogiaothong.vn/sang-loc-can-bo-co-vao-co-ra-192241226213927525.htm