Clear Regulations on Election and Re-election of Officials, Especially Key Leadership Positions at the Grassroots Level, Ensure Peace of Mind at Work

The staff of civil servants in particular, especially for commune-level civil servants, are currently facing many shortcomings in material benefits. Building a reasonable salary and allowance regime, preferential policies for commune-level civil servants, ensuring a relatively stable life, is a great source of encouragement and motivation to encourage and promote the positivity, efforts and enthusiasm of cadres; enhance their sense of responsibility and promote their creativity. On the contrary, unreasonable policies will create a stagnant working atmosphere, a depressed mentality, restrain the dynamism, positivity and creativity of cadres, affect the quality and efficiency of work and easily push cadres into negativity in work and in life.

The latest regulation on the regime and policies for commune-level civil servants is Decree 92/2010/ND-CP. Although it has overcome some shortcomings compared to the past, the life of commune-level civil servants is still very difficult compared to the general social level and district, provincial and central civil servants in particular. Moreover, the regulation of regimes for cadres and civil servants still has unnecessary distinctions.

Therefore, to do a good job of building a team of qualified commune-level civil servants in the province, ensuring that they feel secure in their work, it is necessary to build reasonable policies and regimes. Here are some measures:

- Do not differentiate between civil servants and public employees when they have the same qualifications;

- Regulations on allowances according to commune type for both commune-level cadres and civil servants;

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- Increase leadership allowances for heads of organizations commensurate with job responsibilities;

- Increase allowances and business expenses for commune-level civil servants working in remote, isolated, and particularly disadvantaged communes;

- Regulations on responsibility allowances for commune-level civil servants;

- Regulations on seniority for commune-level officials ensure their peace of mind at work;

- Abolish the regulation of working on Saturdays of the "one-stop" department. In general, the number of customers coming to transact on Saturdays at the "one-stop" department is lower than on weekdays, the transactions are mainly simple, not sudden, urgent and can be resolved regularly on other working days. While still having to maintain full staff, including in specialized departments, equipment and machinery to resolve the work. Therefore, it has partly caused a waste of human resources, labor and other materials such as: electricity, water, overtime regime, holidays... which is not commensurate with the working efficiency on Saturdays. In fact, arranging compensatory days off for staff on the following days is not feasible;

- There are policies to attract and encourage commune-level civil servants to study to improve their qualifications such as: receiving full salary and salary allowances (if any) when going to school; having tuition fees covered by the school, being supported with expenses for field trips and research...

- Implement the regime of salary and position allowance retention for district and provincial level civil servants who are mobilized and transferred, and apply support levels to attract civil servants transferred to commune level, especially in remote, isolated and particularly difficult areas;

- Unified implementation of funding for civil servants working directly at the "one-stop" department of communes according to the provisions of the resolution of the People's Council of Bac Giang province.

3.3.3. Clearly regulate the election and re-election of cadres, especially key leadership positions at the grassroots level, to ensure peace of mind in work and dedication.

Election of People's Council delegates is one of the important ways to form a contingent of cadres, most of whom are key cadres at the grassroots level. Therefore, the quality of election of People's Council delegates directly affects the quality of the cadres at the grassroots level in general and commune-level civil servants in particular. To have representatives

A worthy representative of the people's will and aspirations should focus on the following contents:

- Improve the quality of human resources and consult on the list of elected delegates to the People's Council at the commune level;

- Do a good job of election work from consultation, voter contact... to the final voting stage;

- Strengthen the role of party organizations in directing the selection of the most outstanding people to hold key positions in the government (Chairman of the People's Committee, Vice Chairman of the People's Committee, Chairman of the People's Council, Vice Chairman of the People's Council);

- In selection, promote the principle of open competition, pilot the application of competitive examinations for key positions (as is being implemented in the education sector).

Perfect the mechanism for selecting and introducing candidates to ensure both the correct structure and the ability to select people with full moral qualities, qualifications, capacity and ability to perform tasks.

Recruitment of professional positions must be public, democratic, objective, fair, and meet standards for each position to improve the quality of commune-level civil servants; recruitment of commune-level civil servants must comply with Government regulations.

Arranging and using the communal-level staff appropriately plays a very important role in promoting their capacity, strengths, and experience, creating practical conditions for improving the quality and effectiveness of the work of cadres and civil servants. To select, arrange, and use the communal-level staff appropriately, it is necessary to pay attention to the following characteristics:

+ Professional civil servants are civil servants who do not work for a term and need to be employed stably and long-term; they need to receive basic training in culture, professional expertise and resolve policies and regimes like state civil servants.

The use of commune-level civil servants requires integrating positions to select and arrange concurrent positions, especially in small-scale establishments with small populations. Of course, the arrangement of concurrent positions must be appropriate to the volume and nature of work of each position.

+ Clearly define the powers and responsibilities of each position of commune-level civil servants, especially Party Secretary and Chairman of Commune-level People's Committee.

+ Strengthen people's supervision of communal-level civil servants; through People's Council meetings to collect opinions on people's trust in key officials at the communal level. Have strict and timely sanctions for cases of law violations, corruption and negativity.

3.3.4. Develop a set of standards (based on the state's general standards) for commune-level cadre and civil servant positions suitable to the reality and needs of the province.

Determining staff standards is the first step in the process of building a team of staff, which is very important because staff standards are the basis for evaluating, selecting, arranging, and using staff correctly and accurately. Staff standards are also the basis for developing plans; training plans, fostering, rotating, and implementing regimes and policies for staff. Staff standards are also the goal for each staff member to strive for, practice, and improve themselves. Staff standards are not due to subjective will but are determined by practical requirements for performing political tasks. Staff standards are not available in specific people but must go through a long-term, elaborate training and fostering process at school and in the practical activities of staff and organizations in the political system.

In the 2010-2015 term, the development and promulgation of standards for commune-level civil servants is extremely necessary. The process of developing and specifying standards for titles of commune-level civil servants in Bac Giang province needs to be based on the general standards of the cadre team and the specific standards of Party and State leaders.

State, people's organizations as set forth by the Resolution of the 8th Central Committee on the strategy of cadres in the period of promoting industrialization and modernization; based on Decree No. 92/2009/ND-CP dated October 22, 2009 of the Government and Decision No. 04/2004/QD-BNV dated January 16, 2004 of the Ministry of Home Affairs on promulgating specific standards for cadres and civil servants of communes, wards and towns. Based on the requirements for performing local political tasks, on the basis of the current situation of commune-level cadres and civil servants of the province, the author proposes the following standards for commune-level cadres and civil servants:

* On the principles of standard building:

+ Depending on the characteristics and nature of each type of work task: Party, mass organization, government, professional work; leadership, management, operation or professional implementation;

+ Depending on the type of commune-level civil servants: elected by term or professional titles;

+ Depending on the characteristics, level of socio-economic development and intellectual level of each locality. There must be specific criteria on quantity and quality, not only on qualifications and degrees but also on work experience and practical capacity to perform tasks...

+ Depending on the functions, tasks, and powers of the organization and the titles as prescribed by law.

* Regarding general standards : according to the provisions of Decision No. 04/2004/QD-BNV dated January 16, 2004 of the Ministry of Home Affairs.

* Some other standards: For key staff:

- Key officials at the commune level who are first assigned must have served at least two terms at the Party Congress, People's Council, People's Committee, Fatherland Front and mass organizations. Those who are reassigned must have served at least one term (up to retirement age according to the Labor Law);

- Have a university degree in a specialized field (full-time, if elected for the first time); for mountainous communes, have a degree from intermediate level of professional training or higher. Have an intermediate level of political theory or higher; have been trained and fostered in knowledge of Party building, economic management and state management.

- About age

+ For Party Committee Secretary and Deputy Party Committee Secretary: Not over 45 years old when holding the position for the first time.

+ For Chairman and Vice Chairman of People's Committee: Not over 40 years old when holding the position for the first time.

With the above-determined staff standards, applied to the current conditions of the staff of Bac Giang province, the above staff standards set a goal for each staff to strive, practice, and improve themselves. Due to historical conditions, it takes a long time to build a team of communal-level staff with all the above standards, especially those with university degrees; therefore, it is necessary to set standards right now and strive to achieve the above standards by 2015.

* For Heads of organizations: In addition to the general standards according to Decision No. 04/2004/QD-BNV, the specific standards are as follows:

- Age:

+ Chairman of the Vietnam Fatherland Front Committee: Not over 50 years old for men, not over 45 years old for women when holding the position for the first time.

+ Secretary of the Ho Chi Minh Communist Youth Union: Not over 30 years old when taking up the position.

+ President of Women's Union, President of Farmers' Association: Not over 50 years old for men, not over 45 years old for women when holding the position for the first time.

+ Chairman of the Veterans Association: Not over 60 years old when taking office.

- Education: High school graduate or higher, junior high school graduate or higher in remote areas...

+ Political theory: Intermediate level or equivalent or higher.

+ Expertise and profession: Having been trained and developed in expertise and profession in the field of work that the officer is undertaking equivalent to intermediate level or higher.

* For commune-level civil servants: In addition to the general standards according to Decision No. 04/2004/QD-BNV, the specific standards are as follows:

- Age: Not over 30 years old when first recruited.

- Education: High school graduate (for mountainous areas, junior high school graduate or higher).

- Political theory: After being recruited, you must be trained in political theory at the intermediate level or higher.

- IT: level B or higher (office IT).

- Professional expertise:

+ Intermediate level or higher for communes in remote areas;

+ College degree or higher for towns and communes not in remote areas;

+ University degree or higher for wards.

- Have specialized training suitable for the civil servant position to be recruited, specifically as follows:

+ For the position of Office - Statistics, training majors include: law, statistics, administration, document - archive;

+ For the position of Land - Construction - Urban and Environment (in wards and towns), training majors include: land, construction, architecture, traffic, environment; for the position of land - agriculture - construction and environment (in communes), training majors include: land, construction, architecture, traffic, environment, agriculture, forestry, and fisheries.

+ For the position of Finance - Accounting, training majors include: economics, finance, accounting, business administration, banking, investment, planning.

+ For the position of Justice - Civil status, training majors include: law and administration majors;

+ For the title of Culture - Society, training majors include: culture and arts, cultural - information management, labor - society.

- Must undergo State administrative management training after recruitment.

3.3.5. Implement rotation of cadres and civil servants to work at the commune level

Rotation is an important step in building a team of leaders. There are many forms of cadre rotation with many different purposes: Sending cadres from one locality to another to balance the gap between places with surplus and places lacking competent cadres or to avoid local bias; sending cadres from higher levels to lower levels to strengthen and consolidate the strength of lower-level governments; sending lower-level cadres to higher levels to promote positivity, dynamism, working capacity, and in-depth experience at the grassroots level or to stabilize the organization and solve local problems at the grassroots level. To consolidate and ensure order and discipline in the performance of public duties of the commune-level government, implementing the policy of rotating cadres and civil servants to work at the commune level for a limited period of time is very necessary, both urgent and long-term (Urgency is shown by: rotating cadres and civil servants to ensure the current shortage of cadres and civil servants with capacity, qualifications and prestige. Long-term: Rotating cadres and civil servants ensures that order and discipline in state management are maintained, breaking the old management style that is heavily influenced by sentiment, respect, and fear of offending neighbors and relatives.