Assessment of the Current Status of the Policy on Developing Female Human Resources in the People's Public Security Force

good, good deeds "Good at public affairs, good at home affairs". The contributions of women in the People's Public Security Forces in recent times have been recognized, commended and highly appreciated by leaders at all levels. From 2007 to present, the President has awarded the Second Class Fatherland Protection Medal to 2 groups; awarded the Third Class Fatherland Protection Medal to 11 groups; 4 groups and 21 individuals were awarded the Vietnamese Women's Award, the Outstanding Women in the Public Security Forces Award; thousands of groups and individuals were awarded Certificates of Merit by the Government, the Ministry of Public Security, the Central Committee of the Vietnam Women's Union, and were commended by leaders of the Public Security Forces of units and localities [9].

3.3. Assessment of the current status of policies on developing female human resources in the People's Public Security force

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3.3.1. Results achieved

Firstly, the policy of recruiting and using foreign workers in the People's Public Security Forces has been focused on and implemented according to current regulations.

The number of female officers recruited in the People's Public Security force by 2021 is 14.73%, approaching the target of 15% of female officers in the entire industry.

The policy of arranging and using NNLN in the People's Public Security force is increasingly supplemented, adjusted, improved, fundamentally scientific, and closer to the practical work of the Public Security, gradually ensuring the implementation of Resolution No. 22 of the Central Committee on "continuing to innovate the organization of the Ministry of Public Security to be streamlined, effective and efficient" and arranging NNLN according to 04 levels of Public Security to ensure the criteria of "elite Ministry, strong province, comprehensive district, grassroots commune", building a revolutionary, disciplined, elite and modern People's Public Security force.

The policy of rotation, mobilization, planning and appointment of non-commissioned officers in the People's Public Security Forces has been implemented by the Ministry of Public Security and continues to be supplemented and improved, initially taking into account gender differences; basically meeting the needs of the Industry and the aspirations of non-commissioned officers, creating conditions for non-commissioned officers to practice, challenge, mature and become more steadfast in their work. The rate of non-commissioned officers participating in leadership and command is increasing, reaching 10.37% of the total number of leaders and commanders in 2021, approaching the target of the Action Plan on Gender Equality for the period 2016 - 2020 (12%).

The review and assessment of the quality and effectiveness of the work of the People's Public Security Forces has been innovated and increasingly improved, with criteria for assessment for each group of People's Public Security Forces, ensuring that they are more specific, clear, and closer to reality [9].

Second, the policy of training and fostering NNLN in the People's Public Security force has been integrated into projects, programs and plans on personnel work, recruitment, training and fostering.

Although the policy on training and fostering of female police officers in the People's Public Security Forces has not yet issued its own regulations, plans, strategies, and projects, it has been calculated to incorporate specific policy contents into projects, programs, and plans on personnel work, recruitment, training, and annual fostering, which stipulates the proportion, conditions, standards, regimes, policies, content, and forms of training and fostering for men and women. By 2021, the proportion of female police officers in the People's Public Security Forces with college or university degrees or higher will be 82.85% of the total number of female police officers in the People's Public Security Forces, gradually meeting the requirements of protecting national security and ensuring social order and safety in the new situation.

Third, the medical, health care and social insurance policies for the disabled in the People's Public Security Forces have been implemented with attention and some specific policies have been stipulated.

The Party and State have paid special attention to the medical, health care and social insurance policies for non-commissioned officers in the People's Public Security Forces. In addition to enjoying the same general policies as men and the regulations for female workers according to the Labor Law, the Health Law and the Law on Social Insurance of Vietnam, non-commissioned officers in the People's Public Security Forces are entitled to some separate policies, which partly encourage and motivate them to work, contributing to the development of non-commissioned officers in terms of physical strength, mental strength and greater commitment and dedication to the cause of protecting national security and order.

Fourth, the salary, allowance and welfare policy for non-commissioned officers in the People's Public Security Forces initially compensates and regenerates their labor force, contributing to motivating non-commissioned officers to strive to fulfill their tasks well.

The Ministry of Public Security has been actively researching and perfecting the salary policy for officers and soldiers in the People's Public Security Forces under the direction of the Party and the State, on the basis of the State's regulations on salary regimes for the armed forces, without discrimination between men and women in terms of conditions, criteria and salary levels; there is a gender difference.

In the policy, the retirement age and the year of social insurance payment are regulated in conjunction with the pension policy. Special allowances and policies have been applied to a number of dangerous, toxic, high-intensity, and important fields of work, and to remote, border, and island areas. Welfare policies for non-commissioned officers and soldiers have been implemented with attention, aiming to create development momentum for non-commissioned officers and soldiers. The implementation of salary, allowance, and welfare policies for non-commissioned officers and soldiers in the People's Public Security Forces has basically achieved certain results, contributing to compensating for labor, motivating non-commissioned officers and soldiers to fulfill their assigned duties and tasks, and building a prosperous, equal, progressive, and happy family.

Fifth, the emulation and reward policies for NNLN in the People's Public Security force are implemented synchronously from the Ministry to the grassroots with many appropriate policies.

The emulation and reward policies for NNLN have been revised and improved, taking into account gender factors step by step, and have been regularly implemented from the Ministry to the grassroots level with many ad hoc forms, commendations based on seniority, commendations for achievements, and annual commendations. The emulation and reward policies are an important basis to ensure conditions and criteria when participating in training, fostering, planning, appointing, and implementing salary and welfare policies, contributing to the development of NNLN in the People's Public Security Forces.

In general, although policies for developing human resources in the People's Public Security Forces have not been issued systematically, fully and comprehensively according to separate plans, strategies and projects, they have been calculated and integrated with specific regulations in the management activities of human resources in the People's Public Security Forces. The specific policy contents for developing human resources in the People's Public Security Forces have been paid attention to by the Party Committee of the People's Public Security Forces, leaders of the Ministry and Public Security units and localities, gradually ensuring a more reasonable quantity and structure; quality has been gradually improved in terms of physical strength, intelligence and spirit; boldly assigning work, planning, rotating and appointing human resources to leadership and command positions; salary, allowance and welfare policies have been implemented to basically compensate and regenerate labor; health care, health care and welfare policies have been ensured, gradually improving the material and spiritual life of human resources. By 2021, the number and quality of cadres in the People's Public Security force will be increased, with strong political will, good qualities, ethics, good sense of organization and discipline, and professional qualifications.

Professionalism and expertise are improved, good implementation of the Party's guidelines and policies, the State's laws and policies; have a sense of responsibility, dedication, and strive to fulfill assigned tasks, contributing to protecting national security, ensuring social order and safety, and building a regular, elite, and modern public security force [9].

The above results were achieved due to the following basic reasons:

Firstly, the Party and the State always pay attention to building and developing the People's Public Security Forces; in which, focusing on promulgating and implementing many policies and guidelines for the People's Public Security Forces in general and the People's Public Security Forces in particular, in order to meet material and spiritual needs, contributing to creating motivation to help the People's Public Security Forces feel secure in their work, love their profession, promote their intellectual and mental abilities to successfully complete the task of protecting national security and order.

Second, the process of planning and implementing policies for developing NNLN in the People's Public Security Forces has always received attention, support, and active coordination from all levels, sectors, political and social organizations, and localities.

Third, the Central Party Committee of the Public Security, the leaders of the Ministry of Public Security and the Party committees and leaders at all levels in the People's Public Security have been thoroughly informed of the Party's guidelines and the State's policies and laws on the development of the private sector, gender equality, and the important role of planning and implementing policies on the development of the private sector in the People's Public Security force, so they have paid attention to leading, directing, promulgating and organizing the implementation of policies on the development of the private sector.

Fourthly, the agencies and departments that advise on policy planning and implementation, with the core being the personnel organization agency, the Gender Equality Committee, and the Women's Union at all levels in the People's Public Security, have coordinated to carry out assigned tasks, gradually bringing the policy into life.

Fifth, the NNLN in the People's Public Security force has actively studied, innovated, improved qualifications, professional knowledge and skills; cultivated political qualities and professional ethics to adapt to the requirements of the Industry and international integration.

3.3.2. Limitations

Firstly, the policy on recruitment and use of foreign workers in the People's Public Security Forces is not yet systematic and consistent; some specific policies are still general and lack gender sensitivity.

Chart 11: Survey results on shortcomings in implementing policies on recruitment and use of female human resources in the People's Public Security force

100

77.5

91.4

86.2

70 60

13.9

Not specific Not gender-based General Not based on training level Equal

Source: Survey results of graduate students

The issuance of policies on developing human resources in the People's Public Security Forces in particular is still lacking in systematization and synchronization; not linked to the strategy and planning of human resources for the Public Security Forces in the short, medium and long term. The survey results show that up to 13.9% of opinions believe that the mechanisms and policies for developing human resources in the People's Public Security Forces are not specific and clear; 77.5% believe that the strategies and plans are not specific and do not include gender factors; 91.4% believe that the perception and assessment of human resources are still general and not gender sensitive; 86.2% believe that the assessment of the arrangement and use of human resources is not really based on the level of training; 60% believe that the assessment is still equal and does not ensure gender sensitivity [Summary of results table No. 3].

Some recruitment and employment policies are not specific, clear and scientific and have not implemented measures to promote gender equality for non-commissioned officers in the People's Public Security Forces. Regulations on conditions, standards and age of non-commissioned officers when enrolling in People's Public Security schools, selecting citizens to join the People's Public Security Forces and transferring to a professional position

For conscripts, gender factors have not been taken into account and there is no gender sensitivity. The structure (number, age, ethnic composition, qualifications) of NNLN in the arrangement of work according to the force system and Police levels has not been clearly defined; the implementation process sometimes encounters difficulties, the arrangement of job positions is not in accordance with the level of training, some places have excess and some places have shortages of NNLN staff. Up to 86.2% and 84.5% of survey opinions said that the arrangement and use of NNLN are unclear and unscientific; the proportion and structure of NNLN staff between regions, fields of work and Police levels have not been clearly defined [Summary of survey results No. 3].

Regarding the policy of planning and appointing NNLN in the People's Public Security Forces, the Ministry of Public Security stipulates that the standards and conditions for planning and appointment for men and women are the same; for the age of planning and first appointment, the limit for women is 2-3 years lower than that of men (depending on the appointment level); while the retirement age of women is 5 years earlier than that of men and the age of first appointment must be enough for a term to hold that position. Accordingly, the NCS believes that such a regulation will limit the opportunities for NNLN to participate in leadership and command and does not ensure real gender equality, because considering that men and women have the same starting point, but women have about 5 to 7 years to perform the role of motherhood and raising young children, so most of them are slow to study and improve their qualifications; on the other hand, the age limit for women to be considered for training and development is equal to or lower than that of men, making it even more difficult and limiting to complete the qualification conditions when considering planning and appointment. In practice, if the Party Committee and leaders do not care, are prejudiced, do not have policies to motivate and apply measures to promote gender equality in the use, training and development of human resources, human resources will always develop slower than men; if women want to be as successful as men, they have to make great efforts. According to the survey results, up to 93% of the respondents said that this field still has many shortcomings and difficulties for human resources [Table No. 02/KS, Appendix No. 2]; up to 96.5% of opinions assessed that the planning and appointment of human resources have not yet ensured gender equality [Summary of survey results Table No. 07].

Regarding the annual policy of commenting, evaluating and classifying cadres, it has been revised and improved, but it is still not gender-sensitive and unscientific.

overlaps with the review, assessment, classification of party members and the assessment of the title of the Emulation Movement for National Security, especially for collective units and leaders and commanders (classification of leaders and commanders depends on the results of the emulation titles of collectives and individuals; the emulation titles of collectives are based on the results of the classification of units and individuals and are implemented last; no assessment and classification is performed for collective units but there is a classification of party organizations).

Second, the policy of training and fostering NNLN in the People's Public Security Forces is not really linked to job positions; specific training and fostering targets for NNLN systems have not been determined, the age of NNLN in enrollment has not been regulated to ensure gender equality, and has not created development motivation for NNLN.

Although the policy of training and fostering NNLN in the People's Public Security Forces has been implemented with attention, there are still some contents that are not really scientific and do not really create motivation for the development of NNLN, such as: The enrollment, training and fostering quota for NNLN is very limited (10% - 15%); the age limit for admission at all training levels is the same for both men and women, or the age limit for women is lower than that of men (PhD is not over 50 years old; master's, part-time university, and university transfer is not over 45 years old; regular secondary school is not over 40 years old), or the condition for admission to senior political theory must be a party member, in the planning area at the department level, under 35 years old (men are 40 years old), reducing the opportunity to participate in studying and improving qualifications for NNLN in the People's Public Security Forces.

The policy to support NNLN in the People's Public Security Forces during the training and fostering process has not been gender-specific, has not really encouraged, created opportunities and favorable conditions, and helped NNLN overcome difficulties and gender-related limitations to improve their qualifications.

On the other hand, the policy of international integration in education and training and comprehensive innovation in education and training in the People's Public Security has been implemented, but the quality is limited and innovation is slow. Training is not really linked to job positions, the model and stream of professional training according to each field and level of the Public Security have not been determined; the differences and specialization in training content have not been clearly defined.

Training for each level of education, linked to job position requirements, less attention is paid to training, practical skills and skills in handling practical situations; the determination of targets and scale of training of NNLN in the People's Public Security force is not specific [9].

The survey results show that 91.5% of respondents assessed that this work is still limited, 62% said that it is not scientific, 58.6% said that it has not been implemented in accordance with regulations according to the program and plan, 84.5% of the votes assessed that there is not equality in training and fostering [Summary of survey results No. 4]; 8.5% of the votes assessed that the implementation of the training and fostering plan for female cadres is not regular; 5% assessed that the investment of financial resources for the development of female cadres is not adequate and not regular; 69% of opinions assessed that international cooperation activities are still limited [Summary of survey results No. 5].

Chart 12: Survey results on limitations in implementing policies on training and fostering female human resources in the People's Public Security force

90 84.5

70 62

58.6

8.5

10 5

Unscientific Not in accordance with regulations

Unequal Infrequent Inadequate financial resources Limited international cooperation

Source: Survey results of graduate students