The local and central radio and television systems in the area have been invested in and developed, with increased propaganda, education, and raising the intellectual level and political awareness of ethnic minorities. The Voice of Vietnam Station in the Central Highlands is assigned to produce and broadcast 6 ethnic minority languages in the Central Highlands (including: Ede, Giarai, Ba-na, K'ho, Xe-dang, and M'nong). Vietnam Television has increased the broadcasting time of ethnic languages on central and local television; VTV5 ethnic language television channel continuously broadcasts 26 languages, including Ede, Ba-na, Giarai, Xe-dang, K'ho, Chu-ru, Gie-trieng, and M'nong.
Fourth, the Party and State's policies to support the development of ethnic minority areas are one of the driving forces to promote the work of creating favorable sources of ethnic minority commune civil servants.
The Central Highlands is a place that receives many incentives and support from the Central Government. Resolution 22-NQ/TW, dated November 27, 1989 of the Politburo on a number of major policies and guidelines for socio-economic development in mountainous areas, identifies the viewpoint of comprehensively developing mountainous areas in terms of economy, politics, culture, society, national defense and security, in which the focus is on socio-economic development associated with the good implementation of the Party's ethnic policies. Resolution 7 of the 9th Central Committee on ethnic affairs emphasizes the requirement of good implementation of ethnic policies; paying attention to developing and nurturing human resources; taking care of building a contingent of ethnic minority cadres. To concretize it, many programs and projects of the Government (such as programs 134, 135, 30a...) have contributed to creating a significant change in the economic, cultural and social development of the Central Highlands, promoting the process of creating a source of ethnic minority commune cadres and civil servants more quickly.
Fifth, the positivity and self-awareness of many ethnic minority resource-creating subjects is an important internal driving force to accelerate the resource-creating process and bring about sustainable results.
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Content and Methods of Creating Sources of Cadres and Civil Servants for Ethnic Minorities in the Central Highlands -
Creating a source of ethnic minority commune cadres and civil servants in the Central Highlands provinces at present - 24 -
Creating a source of ethnic minority commune cadres and civil servants in the Central Highlands provinces at present - 2 -
Experience of Some Countries in the Region in Improving the Quality of State Administrative Civil Servants -
Training and fostering of cadres and civil servants in Savanakhet province, Lao People's Democratic Republic - 21
This is the result of the propaganda and mobilization efforts of all levels of subjects and forces participating in resource creation, especially the commune Party Committee, socio-political organizations in the commune, core forces, and prestigious people in the village community. Many
Local ethnic minority cadres and civil servants do not wait for training quotas and budget support allocated by superiors, but proactively seek training facilities, arrange time, and take advantage of family matters to attend classes to improve their academic and professional qualifications. In many places, from the commune to the province, nearly a hundred kilometers away, with difficult traffic and expensive means of transportation, ethnic minority cadres still accept the hardship of following the training program to the end. At the same time, the support of their families and the sharing of their comrades and teammates have also contributed to their efforts. Over time, these people have become diligent commune cadres and civil servants, setting an example for the next generation of cadres.
Causes of limitations
One is that, in some places, the common perception of the subject and the object creates the source.
The work of creating sources of ethnic minority commune civil servants is still limited.
11.6% of respondents (most of whom work in agencies and fields related to the creation of cadres and civil servants) answered that they did not know, or had just learned about the policy of creating cadres and civil servants in ethnic minority communes in the Central Highlands. The results of the survey also showed that many people were not interested and had an assessment that was far from the reality of this work. For example, 2.8% of respondents said that the Central Government had no role in creating cadres and civil servants in ethnic minority communes, while the policies to support the creation of cadres and civil servants from the Central Government were very large and important. Identifying the contents of the creation of cadres and civil servants, 28% of respondents disagreed with the planning of the source; 17.6% disagreed with the training and fostering; 46.8% disagreed with the building of a mass movement to discover and train the source [Appendix 15]. Due to the lack of awareness of many issues related to creating sources of ethnic minority commune civil servants, the implementation process is different in each place, with certain contents being overlooked or only important.
Second, the process of implementing the Party and State's policies and guidelines on socio-economic development in the Central Highlands, on building grassroots political systems, and building a contingent of civil servants and public employees, including creating a source of ethnic minority commune civil servants and public employees, is not uniform and uniform in localities, sectors, and fields.
Implementing Project 253 on building grassroots infrastructure in the Central Highlands, after 7 years of withdrawal
raised a matter of concern: The central government's annual funding support
relatively correct, sufficient, and timely; but the coordination, allocation of funds, and inspection of funding implementation have not been unified and specific, so the implementation of some programs of the Project has not met practical requirements and the proposed plan [103]. The survey results assessing the role of all levels, from the Central to the communal level, in the work of creating sources of ethnic minority commune civil servants and public employees according to the criteria from good and above also show: Central 74%, provincial 61.2%, district 54.8%, and communal 47.6% [Appendix 14]. Thus, the lower the administrative level, the lower the responsibility of the subjects.
Third, although the apparatus and human resources for creating sources of ethnic minority commune civil servants are numerous, their unity and synchronization are not high, and their quality in many aspects is still limited.
The structure of the subject of creating sources of civil servants and public employees lies in many sectors, agencies and organizations inside and outside the political system. Although it is determined to be under the leadership of Party committees at all levels, the nature of chaining, synchronization and smooth coordination between levels and sectors is not thorough. In some places, the staff of the District Party Committee's Organization Board does not grasp the situation of the quality of the communal civil servants and public employees. In the work of training sources, "The need for training and fostering grassroots civil servants and public employees is very large, but the capacity of local training institutions is very limited; the training and fostering of lecturers in localities in various fields has not met the requirements" [103].
Fourth, mechanisms and policies have not met the requirements to promote the creation of CB resources.
CC ethnic minority communes in remote, isolated and disadvantaged areas.
This is a reality, because it is difficult to motivate or demand a full sense of responsibility from source cadres. A source cadre working part-time in the commune, holding the position of Head of the Organization Committee, or Head of the Propaganda Committee of the commune Party Committee, the allowance regime is only equal to 1.0 of the basic salary, which is not enough for life, to compensate for enthusiasm, or to share difficulties with the family...
Fifth, the positivity and self-awareness of many ethnic minority resource creators is not high.
Surveys in many places in the Central Highlands, including other ethnic minority areas across the country, show the phenomenon of waiting and relying on the State of a part of the people.
Ethnic minorities are widespread. The reason for this comes from the "passive, closed" characteristics of the people, but also partly from the preferential policies of the Party and the State towards ethnic minorities over the past many years. For example, those who are hungry are given hardship subsidies; the State invests in ethnic boarding schools, taking care of students' lives and books so their families do not have to worry; those who are weak in studying and do not pass the university entrance exam have the selection system, the preparatory system; the planning of leadership and management resources must include ethnic minorities, so when there is a shortage of people, even if they are limited in capacity and qualifications, they will certainly not be left out of the list...
2.2.3.2. Experience in creating a source of communal cadres and civil servants
ethnic minorities in the Central Highlands today
From the results of resource creation and the causes of those results, we can draw some experiences in the work of resource creation for ethnic minority commune staff and civil servants in the past as follows:
Firstly, to have a correct and complete understanding of the issue of creating sources of ethnic minority commune civil servants in the Central Highlands to have a basis for organizing the creation of sources that are appropriate to the actual situation and promote the role of participating forces .
Correct awareness is always the first factor that determines the right actions of people. With the work of creating resources, correct and complete awareness will help Party committees at all levels to propose correct viewpoints, policies, and policies for creating resources, convincing forces to participate responsibly and effectively. Experience in Dak Nong shows that thanks to correct awareness and clear viewpoints on creating sources of cadres and civil servants, after the separation of the province, Dak Nong on the one hand supported difficulties for transferred cadres and civil servants, on the other hand focused on researching and building the project to create cadre sources for the province. Up to now, besides the relatively stable apparatus of the Party Committee at all levels, the number of young sources, who are local people, is being planned and gradually trained and standardized. However, in many places, the subjects at all levels have not fully envisioned the requirements of creating sources of cadres and civil servants of ethnic minority communes, so this work is still changing very slowly. Therefore, it is necessary to thoroughly understand the role of human resource development in the Party Central Committee, clarify the responsibilities and scope of all levels of subjects for this work. Encourage, motivate, and orient the development of children.
Ethnic minorities participate in the process of creating sources of communal civil servants and public employees. Specifically identify the requirements of the source creation contents; forecast the advantages and difficulties to proactively determine from the beginning the requirements regarding subjects, time, funding, management work... for effectively creating sources of communal civil servants and public employees of ethnic minorities.
Second, Party committees and authorities at all levels have high determination in building policies, guiding, directing, operating, managing, and synchronously and smoothly coordinating forces to carry out resource creation work.
Determination is an important spiritual factor for every effort to overcome obstacles and difficulties to move forward. In fact, there are places where conditions are not lacking, but if the organization is not determined, the responsible staff does not make efforts, then even if the work is easy, it will not be implemented. When Lam Ha had a need to standardize grassroots cadres and civil servants, Lam Dong Provincial Party Committee had 3 policies, directing departments and branches to coordinate implementation: opening in Lam Ha 3 intermediate classes in agriculture, administration and political theory for commune cadres and source cadres; recruiting reserve civil servants (30 people, equal to 10% of total cadres and civil servants) with college and university degrees (ethnic minorities can have intermediate degrees) according to a public mechanism, salary contracts according to the level of training, funded by the budget; solving the regime for those who are not qualified by taking paid leave until receiving their pension books to create "vacancies" for new sources. Thanks to the determination from the province to the grassroots, Lam Ha district has a large source of commune officials and is on the way to meeting standards.
Determination and efforts to create resources must begin with a unified awareness throughout the Party. Determination is expressed in clear and decisive viewpoints and policies; concretized by policies to promote and support to create conditions for practical activities to take place. Through campaigns, emulation movements, and projects to develop quality human resources in the area to mobilize all forces to participate in creating sources of civil servants and public employees.
Third, mobilize and effectively use State and social resources for the work of creating sources of ethnic minority commune civil servants .
That is the support resources of the State, non-governmental organizations, and forces.
Other economic and non-economic programs and projects in socio-economic development
in general, and creating sources of civil servants and public employees in particular. Promoting and exploiting the potential of the people, of each ethnic minority family, ethnic minority source families of civil servants and public employees... to limit difficulties and increase motivation for the work of creating sources quickly and effectively. From 2004 to 2010, out of the total 420,770 million VND spent by the Ministry of Finance for Project 253 of the Central Highlands, localities allocated 219,744 million VND to conduct training and fostering about 156,706 grassroots cadres. The effectiveness of using this budget source is clearly shown in the assessment of the results of creating sources of civil servants and public employees mentioned above.
Mobilizing many resources to support resource creation is a necessary condition, but using and promoting resources effectively is a mandatory requirement. Assign responsibility to the heads of Party committees, authorities, and units related to resource creation. Be transparent in the use of funds and other material means in resource creation to create trust for supporting organizations and forces.
Fourth, regularly monitor and inspect each specific source content; seriously summarize, draw lessons and make timely adjustments to ensure the goal .
This is the responsibility of local Party committees, from the provincial to the communal level, and the leaders of specific agencies, departments, branches, and units participating in the force to create a source of ethnic minority commune cadres and civil servants. Whichever aspects are positive and bring sustainable effectiveness, research and promote them widely throughout the region; whichever aspects are limited, grasp the causes, focus on handling them, promote transformation, and contribute to solving ideological problems among the source and incumbent cadres and civil servants.
2.3.3.2. Current issues
Researching and comprehensively surveying the process of creating sources of ethnic minority commune civil servants in the Central Highlands provinces in recent times, besides the advantages and achievements, there have been many difficulties and conflicts that localities are still confused about and need to be resolved:
Firstly, the regulations on standards for qualifications of commune-level civil servants in mountainous areas are no longer suitable for the intellectual level and political tasks in the Central Highlands.
According to Decision No. 04/2004/QD-BNV dated January 16, 2004 of the Minister
Ministry of Home Affairs on promulgating specific standards for commune-level civil servants and public employees
Wards and towns, the standards for educational level, professional expertise and political theory for commune-level cadres and civil servants in mountainous areas are regulated to be one level lower than in the plains. For example, the standard for professional qualifications for key commune-level cadres is intermediate level, but in mountainous areas it only requires elementary level; the standard for educational level of heads of political and social organizations is junior high school graduation, but in mountainous areas it only requires primary school graduation; the professional standard for civil servants is intermediate level in the right field, in mountainous areas it only requires "professional training". Only in cases of first-time appointments and recruitments, intermediate level is required. Since 2004, these criteria have not changed. Therefore, when determining the source standards of civil servants and public employees to be equal to or close to the standards of civil servants and public employees, the source training, including for the heads of party organizations and commune authorities, only needs to set the target of general education, professional qualifications and political theory at the intermediate level as prescribed.
The above regulation also defines the responsibilities and tasks of the positions of civil servants and public employees. For example: The Chairman of the Commune People's Committee is responsible for leading, directing, and operating the activities of the People's Committee and state management activities in the assigned socio-economic, security, and defense fields in the commune. The Secretary, Deputy Secretary, and Standing Committee of the Commune Party Committee are responsible for leading and directing the implementation of the functions and tasks of the Party Committee and Party Cell, and together with the Party Committee and Party Cell, comprehensively leading the political system at the grassroots level in implementing the guidelines, policies, and laws of the Party and State in the commune. In general, there are many tasks that commune cadres and civil servants need to perform, related to the fields of state management, economic development, maintaining order and security, ensuring local defense, resolving civil disputes, issues of religion, beliefs, population, etc. For mountainous communes with large land areas, sparse population, fragmented areas, rich ethnic groups, and complex religious and belief activities like the Central Highlands, this is really a pressure for cadres and civil servants. In order to meet the requirements of the tasks, commune cadres and civil servants need to have knowledge in many fields of economics, politics, culture, society, security, and defense; have communication and advocacy skills.
masses, resolve complaints and disputes; have the ability to collect and process information to lead and persuade people, etc. The requirements of reality are in conflict with the current regulations on qualifications standards for civil servants and public employees in mountainous communes.
On the other hand, although the education level of the Central Highlands is considered to be lower than that of other regions in the country, in recent years, with the efforts of all sectors and levels, the education level of the Central Highlands ethnic communities has improved significantly. The school system annually trains tens of thousands of students, many of whom are ethnic minorities. If this high-quality human resource spreads to the communes, participating in economic, political and social life, then a contradiction will appear right in the area: people with much lower qualifications lead, manage and guide the development of people with higher qualifications.
The above reality shows that the intellectual level of the people in the Central Highlands in particular and the whole country in general is improving day by day. The requirements of the tasks of communal cadres and civil servants, especially in mountainous areas in the current period, require the qualifications and capacity of each person to be constantly improved. Regulation 04/2004 of the Ministry of Home Affairs was established nearly 10 years ago and is now outdated, showing the unreasonableness between the low standards of civil servants and civil servants - the rising intellectual level - the increasingly heavy political tasks, requiring changes, supplements and development. Currently, there are shortcomings and limitations in the capacity and qualifications of the ethnic minority communal cadres and civil servants in places where the standards of civil servants and civil servants according to Regulation 04 of the Ministry of Home Affairs are mechanically applied. On the contrary, there are places that have been successful in improving the capacity and qualifications of the ethnic minority communal cadres and civil servants thanks to the policy of specifying the standards of communal cadres and civil servants in the direction of raising the standards to meet the development requirements of the locality.
In order to create a source of ethnic minority commune-level civil servants to meet the requirements of improving the quality of grassroots civil servants in the Central Highlands, the Ministry of Home Affairs needs to promptly amend and supplement the requirements for commune-level civil servants in general, and mountainous area civil servants in particular, in the direction of raising the qualification standards by one level compared to the old regulations. While waiting for the amendment and supplementation of the general regulations, localities should proactively specify the standards for commune-level civil servants and build their own standards for ethnic minority civil servants and employees, but not lower the qualification requirements compared to civil servants and employees.