Commune officials hope that 'streamlining does not mean eliminating', giving priority to choosing young people
VN (according to Vietnamnet)•April 7, 2025 15:35
Many grassroots cadres and civil servants expressed their wish that the arrangement of cadres and civil servants "who goes, who stays" when not organizing at the district level and merging at the commune level should follow the spirit of "streamlining does not mean eliminating".
Do not organize at district level, rearrange at commune level to build a government closer to the people. Illustration photo: THACH THAO
No district level organization to be closer to the people
From the perspective of a civil servant from the grassroots, Mr. Le Doan T. in Xuan Cao commune, Thuong Xuan district, Thanh Hoa said that implementing Conclusion 127 of the Politburo on eliminating the intermediate level - district level and merging some commune-level units is not simply a change in structure but a harmonious combination of the functions of the district and commune in the new model.
The goal is not to turn the commune into a “miniature district” but to build a government level closer to the people, where resources are concentrated and managed effectively, policies are implemented quickly, avoiding the situation of shirking responsibility. This is a way for localities to take advantage of open development space, creating a long-term vision for sustainable development.
To achieve this, according to Mr. T., administrative reform, focusing on cutting down on cumbersome procedures, needs to be emphasized, especially in the context of new communes with large populations, large areas and heavier tasks. Along with that, it is necessary to promote digital transformation, digitize records and handle procedures online.
“The citizen identification card is a digital document. However, when applying for a job or borrowing money from a bank in many places, people still have to have their photocopies notarized. Although the household registration has been abolished, people still have to apply for a residence confirmation paper for whatever they need to do...”, this reader stated the reality.
To bring the government closer to the people, Mr. T. believes that the staff also needs to meet new requirements for technological capacity. Each staff member needs to master technology, apply digital in their work and support people to access technology through the "Digital Education for All" movement.
This not only builds e-government but also forms a digital citizen community, contributing to realizing the goal of a digital nation.
Need a fundamental, comprehensive plan for personnel arrangement
The arrangement of personnel, who goes and who stays, in the process of arranging administrative units and streamlining the apparatus is also an issue of concern.
Also from a grassroots perspective, according to reader Le Chi Vy, this process needs to be carried out carefully and fairly, not only limited to civil servants but also extended to part-time officials. The mechanism should not become a barrier, but should be flexibly adjusted to suit reality and attract talent.
Accordingly, there needs to be a comprehensive plan to arrange jobs for cadres after streamlining, including: Assessing individual capacity and aspirations, determining the actual human resource needs of agencies, internal transfers, training and development, and even supporting career transition if necessary.
For officials and civil servants, prioritizing the selection of young people with appropriate qualifications, knowledge of information technology and outstanding achievements since university (such as being admitted to the Party while still a student) is a reasonable direction. For part-time officials, it is necessary to consider qualifications, actual contributions, age and development potential to select or further train.
Agreeing with the above opinion, reader Tran Van Thang also believes that it is necessary to recognize that the younger generation is more dynamic, quick-witted, and effective than the generation "on the verge" of retirement age.
However, it is also necessary to focus on building a transparent and fair management and handling mechanism for violations, without covering up or "leaving room for violations to exist", through clear decentralization and delegation of authority with clear sanctions.
From the perspective of a district-level civil servant who has worked for 24 years, Mr. Nguyen Chi Cuong gave 4 criteria for selecting officials and civil servants to "stay or go" during the merger.
The first criterion is to retain those who have passed the civil service exam organized by the provincial level (Department of Home Affairs).
The second criterion is to choose people who have studied at a regular university. Because they have passed the university entrance exam, are inherently good people, have knowledge and have creative thinking when approaching work.
The third criterion is to select cadres who are ethical, exemplary, pioneers in their work, and always complete assigned tasks well.
The fourth criterion is to choose studious people who have studied for a master's degree, and who have studied a regular major and have a master's degree in that major.
"I think screening according to these four criteria will retain talented people to serve the people," Mr. Cuong concluded.
According to the draft revised Law on Cadres and Civil Servants expected to be submitted to the National Assembly at the upcoming session, commune-level cadres and civil servants will have their payroll numbers kept the same until the review, streamlining, restructuring and arrangement of positions by local authorities are completed; their current salary will be retained until they are assigned new jobs according to Government regulations.
Within 5 years, provinces and centrally-run cities must arrange, streamline and restructure their staff according to the approved job position plan.
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