Why will Da Nang give big rewards to officials who voluntarily quit their jobs?

Da Nang officials who voluntarily quit their jobs can receive support of up to 200 million VND. This policy has been drafted and is awaiting approval by the City People's Council.

According to Director of the Department of Home Affairs of Da Nang, Vo Ngoc Dong, this policy comes from the personal wishes of leaders and managers and is suitable for the needs of structuring and arranging the staff of each agency and unit.

The practical basis for building this policy comes from a series of requirements for restructuring the staff, implementing the policy of streamlining the payroll and reforming the civil service regime...

Based on creating a source of young, capable staff

Sir, what difficulties will the implementation of this policy solve in terms of management and staff development in current agencies?

This policy, when implemented, will be the basis for effectively implementing the project of building and creating a source of young cadres of the Da Nang City Party Committee, in order to supplement cadres with capacity, political mettle, and moral qualities.

At the same time, it will contribute to the quality and effective implementation of the reorganization, apparatus, and restructuring of the staff according to Resolution No. 18-NQ/TW and the upcoming new Government decree on apparatus organization.

Besides, the process of arranging and reorganizing staff work will proactively contribute to solving the shortage of leaders and managers in the coming years.

Some people say that the selection, screening and use of staff does not necessarily depend on age criteria. What is your opinion?

This policy will contribute to the effective implementation of the policy of streamlining the payroll, arranging and improving the quality of the team of leaders and managers, and having the opportunity to recruit candidates according to the policy of attracting and creating high-quality human resources into the payroll, striving to appoint to leadership and management positions those with good capacity and qualities.

In planning standards and appointment standards, age is included in the criteria. At least, cadres who are planned or appointed for the first time must have at least one full term of service left.

Besides, currently the planning or structuring of the leadership and management team prioritizes the proportion of young staff.

However, in the process of using civil servants, in addition to strictly following the regulations of the Central Government and current regulations of the City, each specific case should be evaluated based on work capacity, not just based on age.

3 years, resolved nearly 300 people retiring early

Has Da Nang had many cases of officials retiring early?

From 2015 to present, Da Nang City has had 297 cases of early retirement and 20 cases of resignation under the staff streamlining regime under Decree No. 108 of the Government.

There are 31 cases resolved according to the regime and policies for cadres who do not meet the age requirements for re-election or re-appointment to positions and titles according to their terms in Party agencies...

Da Nang used to spend a lot of money sending young people to study and get degrees to serve the city, but many of them did not return to work. So, in your opinion, what solutions are needed to improve the direction of retaining talented and virtuous cadres, regardless of age?

This is not a large number compared to the positive results of the project in the process of building a team of civil servants with management capacity and ability to perform public duties, with high professional qualifications to meet the requirements of the city's socio-economic development tasks.

The policy on developing high-quality human resources implemented by the City since 1997 has been adjusted and supplemented promptly, suitable to the actual situation and strategic for the long-term development of the City.

Basically, the number of human resources from the attraction program and training project has contributed a proportion of the number of civil servants and public employees with formal, formal training from prestigious schools in the country and abroad; contributing to rejuvenating the team, supplementing human resources with the ability to quickly access modern scientific and technological knowledge and advanced management skills.