Regular votes of confidence for officials should be organized.

Over the years, alongside Party building and rectification, we have been actively implementing administrative reforms and have achieved positive results: The state administrative system has been built and implemented effectively; administrative procedures have fundamentally transformed towards transparency, modernity, simplicity, and convenience; the effectiveness and efficiency of state management have been continuously improved; the civil service system has been strongly reformed and the team of cadres, civil servants, and public employees has been built; the efficiency of public financial management has been enhanced; digital transformation in state administration has been promoted,... creating favorable conditions for citizens and businesses.

Civil servants are a crucial and indispensable link in the state administration, and a key player in the administrative reform process. This workforce is responsible for organizing and implementing policies and laws, managing various aspects of social life, and ensuring the effectiveness and efficiency of state management. Civil servants and personnel management play a vital role in the development of the country, each sector, locality, and unit. The workforce of civil servants has matured and made significant contributions to the overall success of the nation.

However, many officials and civil servants still lack awareness of their honor and responsibility, neglect their work, lack creativity, and are unwilling to think outside the box, act decisively, and take responsibility. There are still manifestations of bureaucracy or complacency, complacency, waiting for things to change, prioritizing safety, and engaging in factionalism, creating inertia within the system. Some even degenerate, become corrupt, and violate the law, becoming destructive "worms" that erode public trust in the Party, the State, and the regime. This creates both frustration and negativity for businesses and citizens, while also fostering tension within the agencies and organizations themselves. This is an alarming sign for modern public administration, "of the people, by the people, for the people," which upholds democratic values, professionalism, modernity, efficiency, effectiveness, integrity, and the capacity to create development and serve the people.

Work efficiency is the most accurate measure of the awareness, responsibility, and work capacity of officials. We urgently need dynamic, creative, decisive, and strong individuals who are dedicated to the country and its people. Taking a vote of confidence for officials is an exercise of democratic rights, a means of monitoring and evaluating the trustworthiness of officials and the people in those holding positions elected or approved by the National Assembly and People's Councils at all levels, serving as a basis for considering and evaluating officials. This is also an opportunity to assess the work efficiency of key positions; at the same time, it's a chance for self-reflection and self-correction, promoting a sense of responsibility among officials and civil servants in the political system at all levels.

The process of conducting confidence votes must be appropriate. Those participating in the vote should be individuals who have a basic understanding of the situation and the work performance of those being evaluated. Voting based on emotion or "following the crowd" should be avoided. For example, at the grassroots level, confidence votes should be taken from the Party Secretary, village head, representatives of various sectors and organizations, and representatives of the commune People's Council, etc., for positions in the Party Standing Committee, heads of government, the Fatherland Front, and other organizations within the commune-level political system. At the district level, confidence votes should be taken from members of the Standing Committees of grassroots organizations, heads and deputy heads of departments, agencies, and organizations at the district level, and representatives of the district People's Council, for positions in the District Party Standing Committee, heads of government, and organizations within the district-level political system, etc.

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A crucial component is the need to collect votes from the officials and employees at the grassroots level where the officials being evaluated work. They are the ones who understand their leaders best. This voting process will lead to a more accurate assessment, rather than solely relying on superiors' evaluations. It will prevent officials from flattering superiors and intimidating subordinates, who only know how to appease their superiors with unrealistic performance reports. This will encourage officials to work harder, show more concern for their subordinates, and successfully complete their assigned tasks.

If the organization is truly transparent, serious, and genuinely open to listening, then after each confidence vote, those who perform well will be recognized and become more enthusiastic and confident; those who do not perform well will be warned and reminded, and their awareness, responsibility, and spirit of striving to complete their assigned tasks will be even more clearly demonstrated. This also serves as a basis, condition, and an important channel for evaluating, planning, and appointing officials, sometimes without waiting until the end of their term. As a result, not only will the image and prestige of officials be strengthened, but the overall work of each sector, locality, and unit will see positive changes.