Expanding opportunities for staff to strive and practice
Officials appointed to position A must ensure 10 points. However, when putting officials into planning, at that time the officials may only have 9 or 9.5 points, so they can still be considered.
New Central Organizing Committee issuedGuide 16to help implement Regulation No. 50-QD/TU of the Politburo on personnel planning.
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| Central Conference 4, term XIII. |
One of the important contents stated in the Guidelines is that at the time of reviewing and approving the planning, cadres must basically meet the standards such as professional qualifications and skills corresponding to the appointed position. Cadres planned for positions under the management of the Politburo and the Secretariat must meet the political theory standards.
However, the Central Organizing Committee stated that the planned cadres "do not necessarily have to immediately meet" all the criteria. For example, for the planning of the position of Deputy Minister, at the time of consideration, the cadres do not necessarily have to fully meet the criteria such as having experienced and completed well the tasks in the leadership and management positions at the level of Department Head or equivalent or higher; or Vice Chairman of the People's Council, Vice Chairman of the People's Committee or higher at the provincial level; having the State management level of senior expert or equivalent.
Regarding the planning of the position of Deputy Secretary of the Provincial Party Committee, at the time of planning consideration, cadres do not necessarily have to fully meet a number of criteria such as having held key leadership positions at the district level (Secretary, Deputy Secretary of the district Party Committee; Chairman of the People's Council, Chairman of the district People's Committee); having a state management qualification at the senior expert level or equivalent.
The regulation that planned cadres "do not necessarily have to meet all standards immediately" is assessed by public opinion as opening up many opportunities for cadres with capacity, qualities, and development prospects to strive for.
Expanding opportunities for staff to practice and strive
According to Mr. Nguyen Duc Ha - former Head of the Party Base Department (Central Organization Committee), the work of planning cadres is identified by our Party as an important part of cadre work, a regular task to early detect sources of cadres with qualities, capacity, prestige, and development prospects in order to have plans for training, fostering, rotation, and appointment.
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| Mr. Nguyen Duc Ha - former Head of the Party Base Department (Central Organization Committee). |
All positions clearly stipulate the conditions and criteria for appointment. When a cadre is promoted to a specific position, he/she must fully meet the standards and conditions of the position as prescribed. Therefore, with the planned cadres - a prerequisite for cadre work, the competent authority can consider and approve the planning for cadres who basically meet the standards and conditions of the appointed position.
“Planning is a step to create a source of cadres, prepare for the long term, and the planned cadres will also be trained and fostered to fully meet the standards and conditions when appointed to positions. Therefore, Instruction No. 16 of the Central Organization Committee stated that at the time of reviewing and approving the planning, “it is not necessary to immediately meet the standards such as having experience in leadership positions, managing subordinates, state management level...” in order to expand more opportunities for cadres, in line with reality, meeting current requirements and thereby preparing carefully for the process of training and fostering cadres”.
Mr. Nguyen Duc Ha said this, and affirmed that such a regulation is in line with the logical nature of personnel work. He gave an example, an officer appointed to position A must ensure 10 points, however, when placing the officer in the planning category, at that time the officer may only have 9 or 9.5 points, so the planning can still be considered and approved. After that, if the officer lacks any standards, the Party Committee, Party organization, agency, or unit is responsible for leading and directing the rotation plan, training, fostering, and creating conditions for the officer to strive, practice, and meet the standards of the planned position according to regulations.
Step by step specify the role of the leader
Referring to the motto of "dynamic and "open" planning, the former Head of the Party Base Department said that this motto appeared in Resolution No. 11 of the Politburo in 2002. Accordingly, "dynamic" planning is understood as periodically reviewing, supplementing, and adjusting to remove from the planning cadres who no longer meet the standards and conditions, do not complete their tasks, violate Party regulations, State laws or have low prestige and promptly add to the planning cadres with qualities, capacity, prestige, and development prospects.
"Open" planning is understood as not being closed within each locality, agency, or unit, but rather expanding the source of cadres from other places to include in the planning cadres who meet the standards, conditions, and task requirements of the locality, agency, or unit.
For example, planning for key officials at the district level does not limit the source of officials in that district but needs to expand the source of officials from other districts, even in the province and the Central Government, to overcome stagnation, localism, and closed sectors and fields.
"Now choosing 1 comrade and only looking at 10 comrades in your unit is definitely not as good as looking at the whole agency or other localities and units" - Mr. Nguyen Duc Ha emphasized.
It can be seen that staff planning is not a rigid framework but requires flexibility, especially in selecting qualified staff who meet the requirements of the task and position. In particular, it is necessary to attach responsibility to the leader in selecting planned staff. Because reality has proven that if the leader is transparent, impartial, and objective, he will lead and orient the collective in a good direction; on the contrary, if the leader incorporates impure personal intentions, he will influence the collective.
Mr. Nguyen Duc Ha also said that the role of the leader will be gradually concretized. In the coming time, a number of new policies will be piloted, such as granting autonomy and self-responsibility to leaders and Party committees in personnel work.
According to him, in decentralizing cadre management, it is not good to have only the superior manage. The important thing is that the level that has a firm grasp of the cadres should be assigned to that level to manage, and at the same time, the superior must regularly check and supervise this issue; along with that, promote the role and responsibility of the leader.
“Decentralization and delegation of authority are related to promoting the responsibility of the collective and the leader. The level that manages and has a firm grasp of the cadres should be assigned to that level to manage the cadres, which is best. In the past, a small position was managed by a high-ranking official, essentially managing the records, but the person was not clearly understood. Therefore, assigning it to the lower-level Party Committee, thereby promoting the responsibility of the Party Committee, the responsibility of the leader, if anything happens, they must be responsible to the higher-level. Of course, the authority is delegated, but the higher-level official must regularly inspect, supervise, and correct any errors that occur,” Mr. Nguyen Duc Ha emphasized./.
