Recommending officials under 35: Discouraging those who like to choose relatives

The person nominated is closely linked to the identity of the person nominating, so it might make those in positions of power and authority hesitate to choose relatives - former Head of the Organizing Committee of the Da Nang City Party Committee Bui Van Tieng spoke about the project to nominate young cadres under 35 years old to be leaders and managers of the city.

Mr. Tieng said that for a long time, Da Nang has been striving to ensure the "golden rule" in personnel work - for the sake of assigning people, not for the sake of assigning jobs - to minimize the situation where those who can do the job cannot do it, and those who are allowed to do the job cannot do it.

The new project mentioned above is an open project, being recommended does not automatically mean being promoted, creating a source of young cadres for a long time, not a temporary personnel plan to promote young cadres.

Former Head of the Organizing Committee of the Da Nang City Party Committee Bui Van Tieng

Accordingly, the source is created at two levels from low to high: Taking on positions under the management of the Standing Committee of the City Party Committee, then continuing to strive to become key officials of the City. Not to mention that the nominees must go through a process of training, testing, and screening.

According to the project, the nominated person must not be over 35 years old. Why do you think this age range was chosen? Is it 'too much' to assign important responsibilities to officials under this age, sir?

The person recommended by the project is only one of the sources, not the only source, for planning the leadership team. Therefore, under 35 years old is appropriate.

Also, do not worry that the person being recommended is too inexperienced to handle the responsibility. A person who is well-trained, has real ability, has leadership and management qualities, and is always humble to learn, can still accumulate experience even if the working time is not long.

Encourage giving up seats

The newly issued project mentions "encouraging older cadres to retire early and give up their positions to the younger generation". What is your assessment of this?

The project does not have any opposition between generations of cadres, between older cadres and younger cadres. The principle in the Party's cadre work is to form a cadre team of many ages in order to promote the advantages of each generation of cadres, making the new and youthful and the mature and mature have the conditions to complement each other.

There are some older cadres who are better than younger cadres only because they are older, but there are also many older cadres who are better than younger cadres in terms of political composure, experience in handling unexpected situations, and polite communication skills...

Therefore, only those who are not capable of undertaking the task - regardless of age, not just old age - need policies to encourage and motivate them to "give up their seats" to younger cadres, or rather "give up their seats" to those who are more capable of undertaking the task.

Focusing on choosing family members will make you 'hesitate'

Will the newly issued project be enough to prevent negative phenomena, recommending relatives or people in the same interest group?

The person being recommended is closely linked to the identity of the person recommending, so it might make those in positions of power hesitate to choose relatives instead of talented people, focusing on recommending relatives or people on the same "side".

The project stipulates the responsibility of the person recommending the cadre if the cadre commits a mistake or violation to the extent that disciplinary measures of the Party and government must be taken.

But when a cadre is recommended - and has probably been promoted - commits a mistake or violation to the extent that disciplinary action by the Party or government must be taken, it is not enough to simply hold the recommender personally responsible.

It is necessary to be extremely transparent and public when implementing the project. At the same time, continue to promote the recruitment of leadership and management positions in a truly strict manner. In that case, the recommended candidates only have an advantage over other candidates in that they have had more opportunities to practice and challenge themselves in practical work.

Don't promote good and obedient officials

Former Secretary of Hoi An Nguyen Su: With this project of Da Nang, the person who recommends must have a bright mind and courage, recommending the right person with ability. Not just because the cadre is 'good', obedient, and belongs to your faction, then recommend. The person who is recommended does not meet the criteria and will be eliminated.

Cadres aged 35 to 40 are no longer young. They are at the age where they can become deputy department heads in districts and provinces. Cadres who are about to retire, if they are still healthy and enthusiastic, should be retained as the backbone for the younger generation. Those who are weak and no longer enthusiastic should be withdrawn. Old cadres who sit around for too long will create a rut of thinking, preventing the younger generation from developing.

Director of the Department of Home Affairs Vo Ngoc Dong: When selecting young officials, personal feelings should be avoided. Introducing children of leaders' relatives to the same agency, if they truly have the capacity and qualities, is good.

Director of the Department of Home Affairs Vo Ngoc Dong: Introducing relatives is difficult

If we do this fairly and objectively, public opinion will not be so harsh on this matter. However, this matter will still be difficult to handle.

If the competent authority conducting the appraisal shows that it lacks objectivity, is not impartial, and does not receive the consensus and support of the collective, the reputation of the nominator will also be affected.

According to VNN