Implementing the policy of developing cultural and social civil servants at the commune level in the Southwest region

APPENDIX 1 SURVEY FORM

(For subjects who are cultural and social civil servants at commune level)

Dear Sir/Madam, I am currently working on my PhD thesis titled “IMPLEMENTING THE POLICY FOR DEVELOPING PERSONNEL RESEARCH IN VNHA -

SOCIAL RESOURCES IN THE SOUTHWEST REGION”. To complete this thesis, we hope that you will take a few moments to complete the survey below. The information you provide will be used anonymously and will only serve the research purposes of this thesis.

I. General information

Gender: ☐ Male ☐ Female

Age: ☐ Under 30 ☐ 31 to 40 ☐ 41 and above

II. Questions

1. In your opinion, does the current salary regime ensure:

☐ Very Unsure ☐ Unsure ☐ Guaranteed

☐ Very secure

2. Please mark (x) in the boxes of your choice.

Content

Totally agree	Agree	Disagree	Totally disagree
Public evaluation of civil servants
Evaluation of civil servants is still full of deference
Formal civil servant evaluation

Maybe you are interested!

The degree of conformity with reality of the policy content


Adequacy of compensation policy
The appropriateness of training and development policies

3. Please select the appropriate answer by marking (x) in the corresponding boxes.

Very secure	Ensure	Not guaranteed	Very uncertain
Budget tools
Legal tools
Program and project tools

4. Do you think political factors affect the development policy of Cultural and Social Civil Servants at the commune level?

☐ Yes ☐ No

5. Do you think socio-economic factors affect the development policy of communal-level cultural and social civil servants?

☐ Yes ☐ No

6. Do you think science and technology factors affect the development policy of cultural and social civil servants at the commune level?

☐ Yes ☐ No

7. Do the following factors of planning capacity and implementation capacity affect the policy of developing civil servants in culture and society?

Element

Have	Are not
Problem identification skills
Ability to define goals

Element

Have	Are not
Ability to identify options
Ability to evaluate and compare options to choose the optimal option
Ability to interact with relevant stakeholders
Policy drafting capacity
Capacity to develop implementation plan
Capacity to disseminate policy propaganda
Capacity for coordination and implementation
Policy maintenance capacity
Policy adjustment capacity
Ability to monitor, urge and inspect implementation

8. How does the management agency or unit receive and facilitate you during your work?

☐ Very secure ☐ Secure ☐ Not secure ☐ Very secure

9. What is your development potential?

☐ Very secure ☐ Secure ☐ Not secure ☐ Very secure

10. Current number of cultural and social civil servants

☐ Suitable ☐ No opinion ☐ Not suitable

11. Are you aware of the human resource plan and recruitment plan?

☐ Yes ☐ No

12. Is there a recruitment notice issued?

☐ Yes ☐ No

13. Suitability in job placement after being recruited?

☐ Yes ☐ No

14. In your opinion, is the recruitment process appropriate?

☐ Yes ☐ No

15. In your opinion, does the recruitment monitoring process ensure democracy and transparency?

☐ Yes ☐ No

16. You know about the recruitment notice through

☐ Civil servants

☐ Media

☐ Friends and relatives

Thank you very much for taking the time to help us complete the above survey.

Wish you always healthy and happy.

APPENDIX 2. DATA PROCESSING RESULTS

APPENDIX 2.1. Policy implementation capacity

Frequency Table

ability to create value

Frequency	Percent	Valid Percent	cumulative Percent
	1	.1	.1	.1
0	472	47.4	47.4	47.5
Valid
1	523	52.5	52.5	100.0
Total	996	100.0	100.0

popularstory

Frequency	Percent	Valid Percent	cumulative Percent
		1	.1	.1	.1
	]	1	.1	.1	.2
Valid	0	484	48.6	48.6	48.8
	1	510	51.2	51.2	100.0
	Total	996	100.0	100.0

respiratory support

Frequency	Percent	Valid Percent	cumulative Percent
	1	.1	.1	.1
0	463	46.5	46.5	46.6
Valid
1	532	53.4	53.4	100.0
Total	996	100.0	100.0

ability to maintain policies

Frequency	Percent	Valid Percent	cumulative Percent
	1	.1	.1	.1
0	450	45.2	45.2	45.3
Valid
1	545	54.7	54.7	100.0
Total	996	100.0	100.0

ability to accurately predict

Frequency	Percent	Valid Percent	cumulative Percent
		1	.1	.1	.1
Valid	0	467	46.9	46.9	47.0
	1	528	53.0	53.0	100.0
	Total	996	100.0	100.0

nanglucdondocktra

Frequency	Percent	Valid Percent	cumulative Percent
	1	.1	.1	.1
0	486	48.8	48.8	48.9
Valid
1	509	51.1	51.1	100.0
Total	996	100.0	100.0

APPENDIX 2.2. Budget tools

Frequency Table

Statistics

S
supply
Valid	995
N
Missing	0
Mean	2.4000
Median	2.0000
Std. Deviation	1.03306

supply

Frequency	Percent	Valid Percent	cumulative Percent
	Very proud	238	23.9	23.9	23.9
	Guarantee	294	29.5	29.5	53.5
Valid	Not guaranteed	290	29.1	29.1	82.6
	Very unconvinced	173	17.4	17.4	100.0
	Total	995	100.0	100.0

APPENDIX 2.3. Assistance for civil servants

Frequency Table

Statistics

S
Sugiupdo
Valid	996
N
Missing	0
Mean	2.6546
Median	3.0000
Std. Deviation	1.07936

Sugiupdo

Frequency	Percent	Valid Percent	cumulative Percent
	very much	199	20.0	20.0	20.0
	Many	214	21.5	21.5	41.5
Valid	It	315	31.6	31.6	73.1
	Very good	268	26.9	26.9	100.0
	Total	996	100.0	100.0

APPENDIX 2.4. Promotion opportunities

Frequency Table

Statistics

S
Cohoiphattrien
Valid	996
N
Missing	0
Mean	2.3072
Median	2.0000
Std. Deviation	1.03990

Cohoiphattrien

Frequency	Percent	Valid Percent	cumulative Percent
	very low	259	26.0	26.0	26.0
	Tower	345	34.6	34.6	60.6
Valid	High	219	22.0	22.0	82.6
	Very high	173	17.4	17.4	100.0
	Total	996	100.0	100.0

Implementing the policy of developing cultural and social civil servants at the commune level in the Southwest region - 23

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