Overview of the Formation and Development Process of Administrative Civil Servants in Vietnam

The whole system, the whole group will not be able to achieve the desired results. Those individual factors include:

a) Knowledge base of civil servants

It can be affirmed that one of the most important personal factors affecting the quality of human resources in TTCV is the capacity of civil servants.

The capacity of administrative civil servants is considered and evaluated on two aspects, which are knowledge and skills related to TTCV. Knowledge here is defined to include:

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- Specialized knowledge in the field of work;

- Knowledge of business processes in TTCV;

- Knowledge of TTCV regulations and principles;

- Knowledge of rights and obligations of relevant organizations and individuals;

- Knowledge of rights, obligations, responsibilities and duties of civil servants;

Skills factors may include: teamwork skills, situation handling skills, computer skills, foreign language skills, communication skills and other soft skills... to serve the purpose of solving tasks and duties within the individual's responsibilities during the performance of official duties.

b) Awareness of public servants' responsibility to perform public duties

Perception is the compass for each individual's actions, how one perceives will lead to corresponding actions. If knowledge is the knowledge accumulated by individuals through practical activities and learning processes, can be disseminated and shared among individuals, then the cognitive factor is entirely personal. Perception is personal feelings and consciousness, it exists within each individual but cannot be shared with other individuals, the cognitive factor plays a guiding role in the process of receiving knowledge of the individual. In the process of TTCV, awareness of roles and responsibilities will guide the behavior of civil servants.

The public service of civil servants is essentially the representation of the State administrative agency in exercising state power. Therefore, the process of performing public services and civil servants must be based on specific provisions of state law; the performance of public services is the responsibility and duty of individual civil servants, not the manifestation of the power of individual civil servants, nor is it a place for civil servants to gain personal benefits. Therefore, the process of performing public services will be measured by specific work efficiency, measured by the satisfaction of organizations and citizens; the public service activities of civil servants are the process of providing state services to organizations and citizens, serving organizations and citizens, not the process of giving... Therefore, if civil servants correctly perceive the nature of the public service process, they will know how to update and cultivate the necessary knowledge as well as appropriate behaviors during the public service process.

c) Personal ethics and professional ethics of civil servants

Another personal aspect that has a great influence on the formation of the culture of the youth in the work of civil servants is the personal ethics and professional ethics of civil servants. President Ho Chi Minh also highly appreciated the ethics of civil servants. According to him, ethics is the root of humanity: "A revolutionary must have ethics. Without ethics, no matter how talented, he cannot lead the people" [61, (volume 5; p. 252)].; The ethics of a revolutionary cadre are shown first of all in: Always putting the interests of the Party and the nation above all, first of all, knowing how to properly resolve between personal interests and the interests of the class and the nation. Revolutionary ethics is to live healthily, cleanly, without extravagance, waste, corruption, embezzlement, and privileges. Revolutionary ethics means that no matter what position you hold or what job you do, you must not be afraid of hardship or suffering, and must wholeheartedly serve the common interests of the class and the people, and must aim to build socialism. "Our Party is a ruling Party. Each Party member and cadre must truly imbue revolutionary ethics, truly be thrifty, honest, impartial and selfless. Must

"Keep our Party truly pure, worthy of being a leader, a truly loyal servant of the people" [61, (volume 12; page 498)]. Administrative civil servants are representatives of state agencies, directly exercising power, so they more or less hold a certain amount of power. On May 20, 1950, President Ho Chi Minh signed Decree No. 76/SL on promulgating the civil servant regulations, in Article 2 of the Decree it is stipulated that "Vietnamese civil servants must be diligent, frugal, honest, upright, impartial, and selfless". These civil service ethics standards are still respected by our Party and State and remain valuable to this day.

In addition to strictly complying with the standards of public ethics, during the process of public service, each civil servant also needs to implement well the standards of professional ethics. Professional ethics is a special type of social ethics, related to the activities of different types of professions. As a form of social ethics, it is closely related to personal ethics, expressed through personal ethics. Talking about professional ethics is referring to conscience in professional activities, the sense of responsibility of civil servants for their behavior in professional relationships with others and with society. The awareness of professional ethics of civil servants will help civil servants understand their position, role and responsibility in work relationships.

Thus, compliance with personal ethics, public ethics and professional ethics will help civil servants be aware of their responsibilities, avoid abuse of power, ensure impartiality, transparency and non-profitability in the process of public relations. On the contrary, the ethical factor of each civil servant will play an important role in contributing to the formation of civil servant culture in the process of public relations.

Chapter 2 Summary

The content of chapter 2 has leaked the concept of "Culture and ethics of administrative civil servants in TTCV" and some other related concepts. At the same time, it leaked five basic contents of "Culture and ethics of administrative civil servants in TTCV" including: values of expertise, professional skills, spirit, attitude; standard values in communication and behavior; standard values of demeanor and style; standard values of ethics and lifestyle; values of responsibility.

In Chapter 2, the Thesis also presented six basic characteristics of "Culture and ethics of administrative civil servants in public service" including: Culture and ethics of administrative civil servants in public service is a constituent element of culture, thus reflecting the characteristics of culture in general; closely linked to state policies and laws; measured by the effectiveness of public service behavior; changing and developing in accordance with public service requirements; demonstrating an important role and significance in improving the effectiveness and efficiency of public service; meeting the requirements of globalization and international integration.

Part of the content of chapter 2 also shows: the political, economic and social context of Vietnam after the renovation period; the system of traditional cultural and ideological values; the Party's viewpoints and the State's policies and regulations on ethics, responsibilities and obligations of civil servants when performing public duties; the public service environment; in addition, some subjective factors from the civil servants are important factors contributing to the formation and impact on the culture and ethics of administrative civil servants in the public service.

CHAPTER 3

CURRENT STATE OF RESPONSIBILITY CULTURE OF ADMINISTRATIVE CIVIL SERVANTS IN PERFORMING PUBLIC DUTIES IN VIETNAM TODAY

3.1. Overview of the process of formation and development of the administrative civil servant team in Vietnam

With the understanding that administrative civil servants are representatives of the state administrative agencies (HCNN), exercising state power, it can be seen that administrative civil servants are closely associated with the formation and development of each country. In Vietnam, in 1945, right after President Ho read the Declaration of Independence, establishing the Provisional Government of the Democratic Republic of Vietnam, it meant that the team of administrative civil servants in Vietnam was officially formed.

Decree No. 18/SL/1945, issued on September 8, 1945, abolishing the academic ranks set by the French colonial policy, was the foundation for building a new civil service regime based on the capacity and ethics of the Provisional Government. The second clause of the Decree clearly stated: "Those who are considered competent and have good conduct will be appointed to other ranks according to their capacity."

By 1948, issues related to the use and management of civil servants were institutionalized in Decree No. 188/SL dated May 29, 1948 issued by the President of the Government of the Democratic Republic of Vietnam on establishing a new civil service regime and a common salary scale for the ranks and grades of Vietnamese civil servants. The purpose of the Decree was to improve the lives of civil servants and simplify the civil service regime based on specific principles. Accordingly, the Vietnamese civil service was divided into 5 ranks: Assistant, Officer, Consultant, Part-time Officer, and Supervisor. During this period, the minimum level of civil service required was only elementary school or equivalent and civil service ranks were classified based on qualifications and capacity.

On May 20, 1950, the President of the Government of the Democratic Republic of Vietnam issued Decree 76/SL on "Regulations on Vietnamese Civil Servants". The Regulations include 7 chapters and 92 articles. In this regulation, the term civil servant has been

is defined very clearly. Accordingly, civil servants are those who work in agencies under the Government. The Government and the Ministries are the ones who directly manage and use the civil servant team, and can delegate the right to use civil servants to a number of local agencies. At the same time, the regulations also clearly stipulate the contents related to the rights, obligations, organization, administration, recruitment, rewards, discipline... for civil servants. The Vietnamese civil servant regulations show that the Government has initially approached the construction and organization of a modern administration and civil service. The use and management of civil servants are institutionalized, serving as the basis for building a civil servant team suitable for the development of the economy - society, meeting the requirements of the country's development.

During the period from 1954 (after the restoration of peace) to 1990, the concept of civil servant was rarely used, instead the phrase "officials, workers, and civil servants" was used to refer to all those recruited to work in agencies and units receiving salaries from the state budget. The team of officials, workers, and civil servants in this period was "formed from many sources, through many ways such as: elections, assignments after graduating from training programs, recruitment, and promotion. The scope of officials was very wide, the team was unstable, there was always mobilization and transfer from one place to another, from one field to another, in a coping, patchwork manner without a plan" [118].

During the period of implementing the method of social management by the centralized bureaucratic subsidy mechanism, with the stagnation of both the economy and the political system, at the 6th National Party Congress, our Party very frankly pointed out: "The mistakes and shortcomings in economic and social leadership originate from shortcomings in ideological activities, organization and personnel work... This is the cause of all causes" [107; p. 17].

To gradually overcome these limitations, on May 25, 1991, the Council of Ministers issued Decree No. 169-HDBT regulating state civil servants.

In the country, once again the concept of civil servants is used again and is defined more clearly. Article 2 of the Decree clearly stipulates the scope of those who are identified as civil servants and those who are not civil servants. Compared to the previous period, the subject of civil servants has been expanded much more, including those working in state administrative agencies, in schools, hospitals, scientific research agencies, press agencies, radio and television of the State and receiving salaries from the budget... However, those working in agencies of the Party and People's Organizations are not included in the scope of civil servants.

In response to the requirements of using and managing the staff of civil servants in the new situation, on February 26, 1998, the Standing Committee of the 10th National Assembly passed the Ordinance on Cadres and Civil Servants. In 2003, this Ordinance was further amended. The difference compared to Decree 169-HDBT in 1991 is that the group of subjects working in Party agencies and People's organizations is identified as state civil servants. However, those working in public service organizations are separated from the group of civil servants and are identified as public employees.

The birth of the Law on Cadres and Civil Servants in 2008 and the Law on Public Employees in 2010 has completely separated the groups of subjects: civil servants and public employees. Up to the Law on Amending a number of articles of the Law on Cadres and Civil Servants and the Law on Public Employees (2019), the group of civil servants has been narrowed down compared to the previous regulations: the heads of public service units continue to be separated from the group of civil servants and are classified as public employees.

The history of the formation of our country's civil service has gone through many different stages. In each stage, depending on different viewpoints and approaches, the Party and the Government have had specific regulations in setting out the scope of limitations to define the state civil service. There were periods when the term civil servant was not even officially used. Before 1991, the term civil servant was used to refer to all those working in the agencies of the Party, the State and organizations.

political - social, receiving salaries from the state budget. However, starting from 1991, the term civil servant began to be defined more specifically and up to now there has been a clear separation between three groups of subjects: cadres, civil servants, and public employees. However, at present, there are only general regulations on civil servants, there are no specific regulations for different groups of civil servants. Therefore, the term administrative civil servant has not been specifically institutionalized.

These things mean that it is very difficult to specifically determine the development process of the administrative civil service. The research process shows that there is almost no complete set of statistics on the civil service in general since the establishment of the Democratic Republic of Vietnam until now. Accordingly, the statistics on the administrative civil service are also not specific, clear, and detailed for each year and each period.

In 2007, in the Report on the results of the general survey and assessment of the current situation of the administrative staff and commune-level staff of the program to build and improve the quality of the state staff in phase I (2003-2005) under the overall program of administrative reform in the period 2001-2010, it was shown that: as of November 10, 2005, the whole country had 195,422 administrative staff, including 82,295 central administrative staff; 113,127 provincial and district administrative staff [97]. In 2011, the number of civil servants in state administrative agencies and organizations was 276,008 people; in 2014, it was 281,714 people; in 2015, it was 272,952 people; in 2017, it was

269,084 people [104]. On August 22, 2019, the Prime Minister signed Decision No. 1066/QD-TTg approving the payroll of civil servants receiving salaries from the state budget of state administrative agencies and payroll of associations with specific characteristics operating nationwide in 2020, accordingly, the approved payroll of civil servants in state administrative agencies and organizations is 251,135 payrolls (compared to the total assigned payroll of 252,517 payrolls) [118].

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