5-step process for on-site staffing

That is one of the important contents in the draft Decree amending and supplementing a number of articles of Decree No. 138 on recruitment, use and management of civil servants and Decree No. 06 of the Government on quality assessment of civil servant input that the Ministry of Home Affairs has submitted to the Government.

Regarding the age of appointment, civil servants proposed for the first appointment must be of working age for the entire term of appointment. For civil servants who are transferred or appointed to a new position equivalent to or lower than the current position, the age of appointment is not taken into account.

In addition, the person to be appointed must not be prohibited from holding a position, must not be under disciplinary action, must not be under prosecution, investigation, indictment, or trial, and must not be subject to disciplinary regulations as prescribed by the Party and the law.

Regarding the procedure, after the unit has a need for appointment and requests the policy in writing, within 10 days, the competent authority for appointment must consider and decide. Within 30 working days, the implementation of the personnel process must be completed according to regulations.

Nguyên tắc lựa chọn là người đạt số phiếu cao nhất trong số người đạt tỉ lệ trên 50% tính trên tổng số người được triệu tập giới thiệu thì được lựa chọn đề nghị bổ nhiệm. — The selection principle is that the person with the highest number of votes among those who have achieved a rate of over 50% calculated on the total number of people summoned for recommendation will be selected for appointment.

For the on-site personnel appointment process, the draft also provides a 5-step process and meetings can only be held when at least 2/3 of the convened people are present. The vote ratio is calculated based on the total number of conveners.

In which, step 1 will be the collective leadership conference (first time), organized to review the planning list, review the evaluation results, comments on each personnel and approve the qualified list.

Step 2 is to organize an expanded collective leadership conference and introduce personnel by secret ballot. The person with the highest number of votes among those with a rate of over 50% is selected.

If no one gets more than 50%, select all people with 30% or more of the votes to recommend in the next step.

In case no one receives 30% of the votes, do not continue with the next steps and report to the competent authority for consideration and direction.

Step 3, based on the results of personnel introduction in step 2, the leadership group will discuss and introduce personnel by secret ballot.

Step 4 will be a key staff conference, held to get the opinions of key staff according to the list of personnel introduced in step 3.

Step 5, the collective leadership conference (3rd time) is held to discuss and vote on personnel.

The selection principle is that the person with the highest number of votes among those who have achieved a rate of over 50% calculated on the total number of people summoned for recommendation will be selected for appointment.

In case two people have the same number of votes, both reaching 50%, the head shall consider and select personnel to propose for appointment; at the same time, fully report the different opinions for the competent authority to consider and decide.

The process of appointing personnel from elsewhere will be carried out in 3 steps: Discussing opinions with the leadership team; meeting with the expected personnel to discuss; assessing the personnel and preparing a report for the competent authority to consider and decide.

In case the personnel meets the standards and conditions but the agency, unit, or the personnel expected to be appointed still have different opinions and are not in agreement, all opinions must be fully reported and submitted to the competent authority for consideration and decision.

nld.com.vn

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