Characteristics of Officials Working at Public Vocational Education Institutions Today

"Public" is an organization established by a competent state agency, political organization, or socio-political organization in accordance with the provisions of law, with legal status, providing public services, and serving state management" [29, p.3]

Public service units include:

- Public service units are assigned complete autonomy in performing tasks, finance, organization, and personnel (hereinafter referred to as public service units assigned autonomy);

- Public service units that have not been granted complete autonomy in performing tasks, finance, organization, and personnel (hereinafter referred to as public service units that have not been granted autonomy).

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- Vocational training institutions are organized according to the following types:

+ Vocational education centers, secondary schools, colleges.

- Public vocational education institutions are state-owned vocational education institutions, invested in and constructed by the State;

- Private vocational education institutions are vocational education institutions owned by social organizations, socio-professional organizations, private economic organizations or individuals, invested in and constructed by social organizations, socio-professional organizations, private economic organizations or individuals;

- Foreign-invested vocational training institutions include vocational training institutions with 100% foreign capital; vocational training institutions in joint ventures between domestic investors and foreign investors.

Currently, depending on the specific goals for each level of vocational education, they are specified as follows:

+ Elementary level training so that learners have the ability to perform simple tasks of a profession;

+ Intermediate level training so that learners have the ability to perform elementary level tasks and perform some tasks of a higher level.

complexity of the profession or occupation; ability to apply techniques and technology to work, work independently and in groups;

+ College level training so that learners have the ability to perform intermediate level work and solve complex tasks in their major or profession; have the ability to be creative, apply modern techniques and technology to work, guide and supervise others in the group to perform work.

Therefore, civil servants working in vocational training institutions are also public service units.

According to the provisions of Clause 1, Article 3 of the Law on Vocational Education:

“Vocational education is a level of the national education system that aims to train primary, intermediate, college and other vocational training programs for workers, meeting the direct human resource needs in production, business and services, carried out in two forms: formal training and continuing training” [31, p.1]

The Law on Civil Servants has clarified:

“The professional activities of civil servants are the performance of work or tasks that require qualifications, capacity, and professional skills in public service units according to the provisions of the law on civil servants and relevant laws” [29, p.2]

1.2.2. Characteristics of civil servants working at public vocational training institutions today

Therefore, civil servants working at public vocational education institutions have common characteristics like other civil servants, and at the same time have their own characteristics of civil servants working at public vocational education institutions as follows:

Firstly , labor is not public power, it is purely professional labor with expertise and profession to provide knowledge.

knowledge and skills for students according to the prescribed educational program and plan, manage students in educational activities organized by the School, be responsible for the quality and effectiveness of education, research and practical application for learners.

Second , the professional activities of civil servants are closely linked to the mission of the School, always demanding and seeking to meet the set goals. Therefore, in the activities of civil servants of the School, they must always comply with the regulations of the industry, maintain their qualities, honor, reputation, be exemplary, and legitimately protect the interests of students.

Third, be dedicated to the profession, maintain qualities, honor, reputation, and conscience; have a spirit of solidarity, love, and help colleagues in life and at work; be compassionate, generous, and treat students, trainees, and colleagues kindly; protect the legitimate rights and interests of students and colleagues.

Fourth, be dedicated to work, strictly follow the regulations, rules and regulations of the vocational training institution and the industry.

To engage in professional activities outside the working hours specified in the employment contract, except in cases where the law provides otherwise; to sign contracts for work with agencies and organizations that are not prohibited by law, but must complete assigned tasks and have the consent of the head of the public service unit; to contribute capital but not participate in the management and operation of limited liability companies, joint stock companies, partnerships, cooperatives, private hospitals, schools and private scientific research organizations, except in cases where specialized laws provide otherwise.

Fifth, fairness in teaching and education, correct assessment of learners' abilities, practice thrift, fight against achievement disease, fight against corruption and waste.

Sixth, the rights of civil servants are more open than those of public employees because their activities are professional and technical, thus they can be a condition for promoting talent, creativity and the ability to contribute to society in the current context of national innovation.

Seventh , a management officer is a person appointed to a management position for a limited period of time, responsible for managing and organizing the implementation of one or several tasks in a public service unit but is not a civil servant and is entitled to a management position allowance.

In addition to regulations on the rights of civil servants, regulations on the obligations of civil servants are also prescribed in accordance with the characteristics of civil servants' professional activities.

Because vocational education institutions have their own unique characteristics of combining vocational training with cultural training, the assessment of civil servants in vocational education institutions must also be consistent with the general goals and tasks of the vocational education system.

1.3. Overview of staff assessment at public vocational training institutions

1.3.1. Concept of evaluating civil servants at public vocational training institutions

When it comes to the two words “evaluation”, this is a term that is widely used in all fields, in all aspects of the economy and society. Evaluation means to determine the value. When evaluating an object, such as a person, a work of art, a product or service, a team of teachers or an environmental impact assessment, the evaluation results have important meanings in many fields such as politics, art, commerce, education or the environment. Evaluation is an important and fundamental step in the process of managing and using civil servants, which is carried out regularly.

annually or before considering promotion, transfer or implementation of certain benefits for civil servants.

The purpose of the assessment activity is to provide information for management, as a basis for decisions on planning, training, arrangement, use, selection, promotion, salary and bonus for civil servants. Correct and accurate assessment of civil servants' work results is the basis for selection, arrangement, placement, promotion and use in accordance with their capacity and strengths, thereby being proactive in training, fostering, training and appointing.

Evaluation of civil servants must be based on the level of performance of assigned duties and tasks, reflected in the volume, quality, progress, and efficiency of work in each position and each period; and the sense of responsibility according to the signed contract. Evaluation based on work efficiency is based on the criteria of the industry, locality, and unit; based on the trust of the collective and the head of the agency in civil servants (taking work efficiency as a measure). It is necessary to apply advanced methods of civil servant evaluation; innovate the process of civil servant evaluation, ensuring democracy, fairness, transparency, accuracy, and responsibility for the evaluation of civil servants working in public service units.

According to the 2010 Civil Servants Law, Article 39 defines civil servant evaluation as follows: "It is the basis for arranging, using, appointing, dismissing, training, fostering, rewarding, disciplining and implementing regimes and policies" [29, p.16]

In the management of civil servants, evaluation is extremely important, considered as a standard measure for measuring the quality of work as well as the attitude and ethics of an individual.

Because the evaluation is based on political ideology, ethics, lifestyle, working style, and results of performing assigned duties and responsibilities. Evaluating civil servants in public vocational training institutions is a measure to manage civil servants.

Recruitment

Arrangement

Competent authorities of public vocational training institutions manage through the inspection of indicators that demonstrate the work and dedication of officials in performing assigned tasks.

Promotion, appointment

Administrator

function

Assessor

function

Training, development

nourish

Fig. 1.1. Relationship of contents in civil servant management

(Source: Author compiled from university training curriculum of HVHCVN)

1.3.2. Characteristics of evaluating civil servants in public vocational education institutions

Firstly, based on information on the results of annual evaluations at public vocational training institutions, through self-assessments and comments from the collective where the civil servant works to point out strengths and weaknesses, help each civil servant identify and find effective ways to complete the work, and suggest ways to help the civil servant perform better in the future. Evaluating civil servants is to evaluate the subject related to the qualities and capacity to perform tasks according to the signed contract. Therefore, when evaluating civil servants, only consider them in relation to their expertise.

professional qualifications, political ethics... but does not include other relationships such as origin, marriage, friendship...

Second, through the annual evaluation of civil servants at public vocational education institutions, from the evaluation results of civil servants under their management, each vocational education institution also recognizes shortcomings and limitations in the organization of the apparatus, division of labor, operational plans, and performance of civil servants' tasks, and makes recommendations or appropriate adjustments.

Third, the results of the annual civil servant evaluation are the basis for determining the need for training and development of civil servants to overcome shortcomings in knowledge and skills to perform tasks or develop the potential of civil servants. Civil servant evaluation is very important because this activity is related to the political life and career of each individual. In the context where we attach importance to ensuring human rights and civil rights, this is even more important.

Fourth, create the premise for superiors to perceive each employee in the process of performing work in a complete and objective manner, avoiding random or accidental perception.

Fifth , through the evaluation, the evaluators will have different ways of applying evaluation criteria and based on those criteria, classify the work for civil servants holding management positions and civil servants not holding management positions. Evaluation of civil servants must be based on the assigned tasks, titles, and positions. Completion or non-completion or completion to what extent must be based on the final results achieved by the civil servant.

1.3.3. The role of civil servant assessment in public vocational education institutions

Evaluation of civil servants must be based on the level of performance of duties and responsibilities.

assigned, expressed in the volume, quality, progress, and efficiency of work in each position and each period; sense of responsibility in performing work according to the signed labor contract; regulations on professional ethics and codes of conduct for civil servants. Evaluation based on work efficiency based on the criteria of the industry, locality, unit; based on the trust of the collective and the head of the agency in civil servants (taking work efficiency as a measure). It is necessary to apply advanced methods of civil servant evaluation; innovate the process of civil servant evaluation associated with the rights and obligations of civil servants, and conduct evaluation to ensure democracy, fairness, transparency, accuracy and responsibility for civil servant evaluation.

President Ho Chi Minh affirmed: "Understanding people is very difficult. If you do not understand them correctly, you will not use them correctly. If you use them incorrectly, you will not be able to promote them correctly" [27; 277].

Evaluation of civil servants “is the basis for arranging, using, appointing, dismissing, training, fostering, rewarding, disciplining and implementing regimes and policies for civil servants” [29, p.16]

In the management of civil servants, evaluation is extremely important, considered as a standard measure for measuring the quality of work as well as the attitude and ethics of an individual. Because evaluation is based on political ideology, ethics, lifestyle, working style, and results of performing assigned duties and responsibilities.

Evaluating civil servants in public vocational education institutions is a measure to manage civil servants at competent levels under the management of public vocational education institutions through the verification of indicators that demonstrate the work and dedication of civil servants in performing assigned tasks.

Therefore, the evaluation of civil servants in public vocational education institutions has the following roles:

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