- About level:
+ Have professional qualifications from University of Education or higher.
+ Have political qualifications from intermediate level or higher.
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+ Must pass the training course for managers according to the program of the Ministry of Education and Training.
- About health:
+ Have good health to be able to undertake assigned tasks.
- About age:
+ First appointment must be under 45 years old. (In special cases, the age can be higher, but not over 50 years old)
+ Must have 5 years or more teaching experience.
- In addition to the above standards, there should be specific standards for each position, each type of special school, and may even have to be specific for each locality.
3.2.2. Strengthening surveys and properly evaluating staff in general and high school management staff in particular:
a - Meaning of staff evaluation:
* In his opening speech at the third conference of the VUI Party Central Committee, former General Secretary Do Muoi stated: "Correctly assessing the current situation of the cadre team is very important, and is the basis for determining goals and directions for the coming time" (16,25).
* Staff assessment is the process of forming opinions and judgments about the qualities and personalities of staff and work results based on the analysis of collected information compared with the set goals and standards in order to propose changes and adjustments to staff to create high quality and efficiency.
* Regularly surveying and correctly evaluating the staff in general and the management staff of public high schools in particular is a very important task to build the management staff.
Only by regularly surveying and correctly evaluating the staff can we discover who are good staff and who are talented, and can we encourage and stimulate the positive aspects and limit the negative aspects in each staff member.
Only by regularly surveying and correctly evaluating the staff can we properly arrange and use the staff, and the appointment and promotion of managers can we avoid mistakes and shortcomings.
* To evaluate cadres, first of all, we must base on cadre standards. In cadre work, the top issue is to correctly evaluate and properly arrange and use cadres. Evaluation and arrangement and use of cadres are two sides of a very important content in cadre work, these two sides create a unified whole, have a dialectical relationship with each other, one side complements the other and vice versa.
b - Requirements for evaluating the management team:
To strengthen the survey and properly evaluate the team of high school managers in particular, it is necessary to:
* Have the right perspective on evaluating staff. When evaluating staff, it is necessary to base on certain standards, which are the criteria on which to evaluate staff.
* Must ensure the principles of staff evaluation:
- The principle of unity between activity and personality.
- Development principles.
- Principle of ensuring historical integrity
- Comprehensive principle
* It is necessary to combine assessment methods, focusing on practical activities to evaluate staff.
* It is impossible to evaluate cadres subjectively, we can study cadre records to get initial information, but we must evaluate them through practical activities, only through practical activities can we know whether cadres have achieved the standards they need to have or not. Through practical activities, we can discover which cadres have the potential to develop well, which cadres have stagnated, which cadres need to be replaced, and at the same time
Review the current staff assessment to see if it is correct or not in order to take timely corrective and adjustment measures.
* Must consolidate, improve, innovate and improve the quality of agencies and staff directly involved in personnel work.
This is a very important task to improve the quality of cadre assessment. First of all, those who directly do cadre work must have a firm grasp of the professional skills of cadre organization work, and at the same time they must be objective, impartial and honest. If they lack these qualities, the image of cadres through their subjective lens will be distorted and distorted, and they will not be able to properly assess the cadre team.
* When evaluating cadres, on the one hand, we need to pay attention to the good, positive aspects, and individual contributions, on the other hand, we need to avoid the following mistakes:
- Avoid judging people one-sidedly, subjectively, emotionally, and only seeing the cute side of others.
- Avoid sentimentalism and factionalism, "love is good, hate is bad". Do not be mechanical or stereotyped when evaluating cadres; evaluate objectively and based on the principles: practicality, expertise, democracy.
- The effectiveness of the work assigned to the staff is evaluated based on how it is done. On the other hand, it is necessary to pay attention to evaluating the staff's contribution to the collective and to society, not the amount of work that person likes to do.
President Ho Chi Minh once advised cadres to avoid subjectivity when evaluating people:
-“Arrogant, self-important.
- Like people to flatter me.
- Because of your love and hate towards people.
- Putting a certain, narrow framework on everyone else" (4;37).
Staff evaluation is an important task to build a team of managers, so evaluation work must be conducted regularly and periodically, and at the same time, it is necessary to know how to combine evaluation with
ad hoc according to specific requirements. The evaluation results must be kept in the staff file and serve as a basis for arranging, using, and appointing managers. After evaluating the staff, it is necessary to have a plan, direction for use, specific training and development, and at the same time, there must be measures to impact both those who are highly effective and those who are not effective in their work.
Correctly evaluating staff is an important measure to train, foster and use the team of managers of Dong Nai Provincial High School to become increasingly strong, meeting the new development requirements of the education and training career.
3.2.3. Develop and implement well the work of staff planning:
a - Meaning of staff planning work:
Resolution of the 3rd meeting of the Party Central Committee, VUI term, affirmed
"Personnel planning is an important content of personnel work, ensuring that personnel work is systematic, proactive, has a long-term vision, and meets both immediate and long-term tasks" (15; 82)
Therefore, the work of staff planning has a very great significance. It makes the work of appointing the team of managers proactive, thanks to the work of staff planning, the requirements of immediate and long-term tasks can be met, the work of staff planning plays an important role in building the team of managers.
b - Requirements of staff planning work:
* To have a proper plan, we must properly evaluate the team and each civil servant. To do so, we must look objectively, impartially, and dialectically at the past, present, and future of civil servants. The evaluation is not just to praise or criticize, but more importantly, to have a direction for using and training cadres. From there, we will have a reasonable plan and arrangement of cadres.
* Personnel planning must be closely linked to staff training and development. If there is only personnel planning without training and development of planned personnel, it will lead to a situation where personnel have difficulty growing, the staff will not be able to meet the requirements of new tasks and may lead to a situation where there is both a shortage and surplus of personnel.
* The work of planning cadres is essentially to have a plan for training and developing cadres, helping them to grow quickly according to the requirements of the leadership team. Training and development must have a purpose. Specific goals and clear task requirements. General training and development cannot meet the requirements of cadre planning work.
There must be a plan to do a good job of personnel planning, each leadership position must train successors to develop them early to meet the requirements of the assigned tasks. Therefore, the 3rd Central Conference of the 8th term set out the requirement: "The cadre in charge must direct the implementation of the general planning on personnel work, and at the same time directly train his successor. Within a year, there must be at least one review of the implementation of his own planning and inspection of the implementation of the planning of subordinates to promptly supplement and adjust."
* There must be a regular plan to check, summarize and improve the quality of personnel planning. The inspection and summary work will contribute to promoting the training and development of civil servants. From there, shortcomings will be overcome to improve the quality of personnel planning.
In the period of industrialization and modernization of the country. Personnel work needs to meet the requirements of the new situation, proactively have a long-term vision, and have a plan to build personnel planning for the immediate as well as the long term.
To do a good job of personnel planning, we must understand correctly, do it correctly, and have effective and practical measures.
c - How to build a staff plan:
* Based on the requirements of personnel planning, there must be appropriate methods, processes, and measures to achieve efficiency and quality.
- First of all, there must be a correct scientific basis to build a cadre plan, starting from the political tasks of the unit, correctly assessing the team of civil servants and correctly predicting the development potential of this team to build a cadre plan.
Correctly assessing political tasks is very necessary, based on the requirements of political tasks, it will require a team of leaders who can meet the requirements. From there, correctly assessing the quality of cadres and their development ability is a very important task.
The evaluation of staff quality must ensure objectivity, have a scientific basis and must look at the real situation and long-term development potential of each staff member. We must avoid the phenomenon of unfair evaluation of staff quality based on subjectivity and sentiment.
- When organizing staff development, it is necessary to coordinate between the superior's plan, the direction of the Party Committee, and the proposals of the grassroots departments, the government and the organizations.
From the general basis will have to proceed to analysis through planning.
* The issue of staff planning is a complex issue. Therefore, there must be a correct, scientific and reasonable method and way of implementation. When developing a plan, in many cases, if the staff and civil servants know the information about the plan, it will lead to disadvantages and many difficulties in organizing and implementing the plan. Therefore, depending on the conditions of the unit, it may not be advisable to widely publicize the staff plan.
d - Organizing training and development of civil servants in the planning:
If there is only staff planning but no good organization for staff planning implementation, then the staff planning portal will not be effective.
Building a staff plan is just the first step, organizing training for new staff is fundamental in many aspects: professional knowledge, management capacity, and political theory.
Try to avoid appointing and then sending for training. However, there are cases where, depending on the specific conditions of the unit and the ability of the staff, it is possible to appoint the staff immediately and then send them for training.
To train and develop cadres, it is necessary to assign tasks step by step to challenge and help cadres in the planning to increasingly mature, improve management capacity and demonstrate trust among the masses.
e - Arrangement of planned use of civil servants:
* The arrangement and use of planned civil servants is the final step of personnel planning. The use of planned civil servants must ensure full requirements and follow the appointment process. In reality, this step often gives rise to many complicated problems.
The arrangement and assignment of staff depends on many factors, including the efforts of staff and civil servants in the planning.
* If the results of the arrangement and appointment are in accordance with the plan, and the votes of confidence in the planning are low and very different from when the planning was done, the cause must be clearly understood. At the same time, the person doing the planning work needs to review the work of planning the staff that has been done, thereby drawing lessons from experience.
Thus, to do well the strategy on cadre work, especially building a team of management staff in general and building management staff of Dong Nai Provincial High School in particular, it is important to do well the work of building and implementing cadre planning.
3.2.4. Organize training and fostering well and encourage self-training and fostering for management staff and successor staff.
a. Significance of training and development of management staff:
* President Ho Chi Minh paid great attention to cadre training. He said: "Cadres are the root of all work, therefore, cadre training is the root work of the Party" (9;477).
* In his opening speech at the third conference of the Party Central Committee of the VUI department, former General Secretary Do Muoi stated: "One of the most important contents of the cadre strategy is to create a source of cadres, build a cadre plan and take care of training and fostering cadres" (15;28).
* The quality of managers is formed by many factors, most of which are through education, training and development. Therefore, to build and improve the quality of managers, it is important to pay attention to training and development for managers and successors.
* Training and fostering managers is to equip knowledge, impart experience, form skills and techniques in management work, and form political qualities, ideology, psychology and action capacity for each manager.
Training and fostering managers is an activity to overcome negative aspects, promote positive aspects, and compensate for the shortcomings of each manager.
* Through training and development, each manager receives knowledge and experience, perceives the laws of nature, society and thinking, knows how to apply them in practice, clearly perceives the truth, knows his or her own good and bad points to strive to improve in management work.
b - Develop a plan to train and develop the management staff of Dong Nai province high schools by 2010:
To build and improve the quality of the high school management staff by 2010, it is necessary to develop a plan to train and foster the current and future management staff.
* For current management staff, through survey results:
- About expertise:
+ In 2002 to 2004, managers with college degrees will go to university to achieve standard qualifications (university).
+ Every year, send at least 5 school-age managers to improve their qualifications, achieving master's degrees or higher.
+ Strive to have about 50% of high school managers have a master's degree or higher by 2010.
According to the synthesis results of 74 opinions of managers and leaders of the Department of Education and Training, 64 opinions said that managers must have a university degree in education - 85.5% and 9.4% said that managers need a master's degree (appendix 5).
- On political theory:
From 2002 to 2004, send managers with elementary political qualifications to study to achieve intermediate political qualifications in the following forms:
+ Sent to study according to the political school's quota.
+ Propose that political schools open in-service classes specifically for managers who do not have intermediate political qualifications.