VIETNAM ACADEMY OF SOCIAL SCIENCES GRADUATE ACADEMY OF SOCIAL SCIENCES LUONG MANH SON COMMUNAL PERSONNEL POLICY EVALUATION IN VIETNAM TODAY Major: Public policy Code: 34 04 02 SUMMARY OF DOCTORAL THESIS IN PUBLIC POLICY Hanoi, 2020 Made at Vietnam Academy of Social Sciences Graduate Academy of Social Sciences Scientific supervisors: Assoc Prof PhD Do Phu Hai Reviewer 1: Assoc Prof PhD Ho Viet Hanh Reviewer 2: Assoc Prof PhD Hoang Mai Reviewer 3: Assoc Prof PhD Luu Van Quang The thesis is defended in the presence of the Academy-level Council of Thesis Examiners at Vietnam Academy of Social Sciences, Graduate Academy of Social Sciences, located at 477 Nguyen Trai, Thanh Xuan, Hanoi At……(hour)…….(min), (day) ……(month)……2020 The thesis is found in the following libraries: - Library of Vietnam Academy of Social Sciences - National Library of Vietnam PREAMBLE Urgency of the title Personnel are an important factor in the State administrative apparatus of all countries This force not only consults establishment but also follows up policies, laws of the State in all fields of socioeconomic life Whether an administrative apparatus of a country is operated smoothly, effectively and efficiently or not depends much on ethical quality, professional qualifications, responsibility, attitude and working motivation of the personnel working in such apparatus Providing them with working motivation relies on many factors such as working environment, promotion opportunity, regime and policy for them Among such factors, regime and policy have important role in improving personnel quality The State administrative apparatus at communal, ward or town (hereinafter referred to as communal government) is grassroots administrative unit that directly expedites Resolutions, ensures practical application of guidelines and policies of the Communist Party of Vietnam, laws of the State, carries out the State management task in social fields Resolution No 18/NQ/TW dated 25/7/2017 by the 12th Party Central Executive Committee specified: “At present, Vietnam has 63 administrative units at provincial level (58 provinces and cities directly under the Central government)”; 713 administrative units at district level (546 suburban districts, 49 urban districts, 51 towns, 67 provincial provinces); 11,162 administrative units at communal level (8,978 communes, 1,581 wards and 603 townships); 111,282 hamlets, groups and the like Within 10 years (2007 - 2016), the whole country reduced only administrative unit at provincial level but increased 165 administrative units at district level, equivalent to 30.11% and 194 administrative units at communal level, equivalent to 1.77%” [2] Improving the quality, effectiveness and efficiency of the grassroots political system, especially the communal authorities are always concerned by the Party and the State There have been many resolutions and conclusions of the Central Executive Committee, the Politburo and legislative documents of the National Assembly, the National Assembly Standing Committee, the Government, and ministries defining functions, tasks, organization and operation of commune authorities On that basis, the organization and operation of the communal authorities have been increasingly strengthened, the quality, effectiveness and efficiency have been raised day by day This is demonstrated by the promotion of decentralization to the communal authorities in some areas of health, culture, education, sports, improving the quality of communal cadres and civil servants ( CBCCCX), reform administrative procedures towards building an administrative model "one door, one seal" However, compared with the country's development requirements and promoting the people's ownership at grassroots level, the organizational structure and mode of operation of the communal authorities revealed many limitations and slow innovation , weak in effectiveness, management effectiveness, in organizing the implementation of socio-economic tasks and exercising People's ownership; the capacity of the contingent of cadres and civil servants in some commune governments is not commensurate with the degree of decentralization; organizational apparatus reform has not been associated with streamlining staff and improving the quality of communal cadres and civil servants The grassroots government, meanwhile, is the "closest to the people" level of government, the day-to-day affairs of affairs are immediate and require immediate settlement, so this level of government should be focused Consolidation and innovation to become more active and active with higher efficiency However, for a long time, personnel received little attention from various levels and sectors Besides, there remained a lot of inadequacies, failing to create motivation for communal personnel, failing to ensure their life and motivate them in executing their public service Evaluation on policies towards personnel has not been conducted Therefore, the system of policies has not encouraged communal personnel to work actively and assuredly, improve their ethical quality, improve their professional qualifications and career skills to meet requirements on socioeconomic development management and operation in localities Over the past few years, with the support from the Party and the State, communal personnel policy in general has been gradually adjusted in accordance with each management location However, in general, communal personnel policy remains much inadequate and impossible to ensure the life of local personnel and create motivation for communal personnel to work spontaneously and enthusiastically; the establishment and implementation of communal personnel policies has not been evaluated regularly and effectively This activity has exerted influence on working quality, reduced efficiency and effectiveness in socioeconomic development management and operation by the communal government apparatus in localities at present Therefore, the author chooses “Communal personnel policy evaluation in Vietnam today” as the Doctoral Thesis title in Public policy Research purpose and task 2.1 Research purpose Overall purpose: Evaluating the content of policies towards communal personnel in order to point out limitations in the policy content and implementation that affects communal personnel as a basis for completing communal personnel policy 2.2 Research task To achieve the above purpose, the thesis has the following tasks: Firstly, an overview of the domestic and foreign studies related to policy and policy evaluation of cadres and civil servants to determine the direction of research implementation of the thesis Swcondly, systematizing the theoretical basis of the evaluation of the CBCCCX include the purpose, requirements, content, form, methods and factors affecting policy assessment for the current CBCCCX Thirdly, assess the status of the system of policies for civil servants and organize implementation in Vietnam Fourthly, explore and formulate policy orientations and policy assessments for civil servants in Vietnam to propose content to improve policies to suit the actual situation Object and scope of research of the Thesis 3.1 Object of research Object of research of the Thesis focuses on communal administrative personnel 3.2 Scope of research In terms of content: The Thesis focuses on reviewing and evaluating communal personnel policy contents such as recruitment; use; training; personnel evaluation; material and spiritual treatments; reward, discipline; and retirement for communal personnel In terms of space: The Thesis studies communal personnel policy evaluation in the State administrative agencies at communal level In terms of time: The Thesis studies communal personnel policy evaluation from 2003 to 2019 Methodology and research method of the Thesis 4.1 Methodology The thesis is researched on the basis of the theory and methodology of Marxism - Leninism, Ho Chi Minh ideology and the views and guidelines of the Communist Party of Vietnam on the formulation and implementation of policies for public officials , including communal cadres and civil servants in Vietnam today 4.2 Research method of the Thesis Based on dialectical materialism and historical materialism, in order to gain scientific analyses, evaluations and arguments on the research title, the PhD candidate uses the following methods: Document survey; Analysis and summarization; Qualitative research; Comparison; Statistics and description; Induction and deduction; Sociological survey New scientific contributions by the Thesis 5.1 New theoretical contributions Firstly, the Thesis systematizes theoretical contents on public policy evaluation in general, thereby completing theoretical basis of communal personnel policy evaluation Secondly, analysis of affecting factors of communal personnel policy evaluation Thirdly, the Thesis establishes the system of evaluation criteria and methods in accordance with communal personnel policy in Vietnam today 5.2 New practical contributions Firstly, the Thesis contributes to changing awareness and action of leaders, managers, personnel and people in viewing and evaluating communal personnel policies Secondly, research findings of the Thesis will help researchers, managers, especially policymakers of the Government, managers in the State administrative agencies and local governments gain an overall and comprehensive view on communal personnel policy Thirdly, research findings of the Thesis serve as a basis for proposing solutions to completing communal personnel policy evaluation in Vietnam, in accordance with specific conditions of the country today, creating political and legal basis for establishing personnel with sufficient quality and capacity to meet requirements of the country construction and development cause Fourthly, research findings of the Thesis are in-depth scientific work that can be used as a reference for the State management agencies to establish and implement communal personnel policy in Vietnam in the present conditions Theoretical and practical significance of the Thesis Firstly, research findings of the Thesis contribute to supplementing the theoretical system on personnel policy in general, communal personnel policy in particular, thereby affirming the role and necessity for communal personnel policy Secondly, the Thesis can be used as a reference for research and teaching at training institutions on public management and public policy on training personnel in general and communal training personnel in particular The structure of the thesis Apart from Preamble, Conclusion, List of abbreviations, List of tables, figures, List of references and Appendixes, the Thesis is comprised of chapters: Chapter Overview of research situation Chapter Theory of policy assessment for commune-level officials and public employees Chapter Actual situation of communal cadres and civil servants policy in Vietnam Chapter Solutions to improve the policy of communal cadres and civil servants in Vietnam Chapter OVERVIEW OF RESEARCH SITUATION Personnel policy in general and communal personnel policy in particular in order to stimulate activeness and creativeness of personnel in work has attracted research attention from domestic and foreign scientists Depending on approach, scientists have different viewpoints and explanations on communal personnel policy and communal personnel policy evaluation 1.1 Research situation 1.1.1 Tesearches in our country Studies related to communal cadres and civil servants policies Such researches have in general put forth the concept of communal personnel; position and role of communal personnel; Impact of social policy on the people and personnel; uniformity and practicability with communal personnel policy However, the theory on policy evaluation, evaluation subject, purpose, requirement, principle and method of communal personnel policy evaluation has not been mentioned in the announced researches Studies related to policy evaluation of cadres and civil servants at commune level These researches have analyzed and evaluated actual state of motivation policies towards communal personnel; legal completion; questions and answers about regimes and policies for communal, ward and town personnel Yet, scope of research by the authors is narrow within a certain location (Nghe An) The authors mainly analyze actual state of policies other than analyzing policy evaluation These researches have mentioned solutions to improving quality of grassroots governments; training specialized personnel at communal in some provinces; establishing key communal personnel in some regions; improving quality of communal personnel However, these researches have not studied solutions to proposing completion of communal policy evaluation 1.1.2 Foreign research situation In general, these researches have mentioned talent recruitment and treatment; working motivation of personnel; actual state of the State management capacity development of local governments; explained brain drain at State agencies because State personnel are not satisfied with encouragement regime by public agencies 1.2 Research evaluation Overview of researches classified into groups in section 1.1 shows that: Firstly, most researches in the first group have clarified some important theoretical and practical issues of personnel and personnel policy These researches have formed theoretical framework on personnel policy in general and communal personnel policy in particular Therefore, it is a basis for the author to complete communal personnel policy evaluation Secondly, researches of the second group have analyzed and evaluated practical communal personnel policies, especially working motivation policy for communal personnel Nevertheless, some researches focus on study within a narrow scope and in a certain location (Nghe An province), in economic management angle [65] Researches focus on studying working motivation policy for communal personnel The authors have not mentioned and evaluated inadequacies in the establishment and implementation of communal personnel policy On the other hand, due to different research times, different socioeconomic background, especially different research approaches and methods, evaluation and analysis of communal personnel policies have differences Thirdly, the group of researches on communal personnel policy evaluation solutions These researches mainly approach methodology, viewpoint and direction and propose solutions to establishing communal personnel, solutions to completing communal personnel policy However, until now, no scientific works have focused on explaining comprehensively theoretical basis, analyzing practice, clarifying advantages and limitations of communal personnel policies; proposing viewpoints and solutions to completing the present communal personnel policies 1.3 Issues for further research 1.3.1 Issues for further research It can be said that international researches on communal personnel policy evaluation are important references for countries in personnel establishment and development, including Vietnam Although foreign researches on this field are relatively comprehensive and grandiose, they cannot meet all requirements on personnel policy, especially grassroots personnel In Vietnam, researches have pointed a general picture of policy and communal personnel policy evaluation with different color tones If communal personnel policy is evaluated by a certain criterion, it is possible to see that communal personnel policy evaluation remains limited and inadequate, especially policies related directly to communal personnel This gives rise to urgency and gap for researches in the coming time in order to work out solutions to limiting shortcomings and inadequacies in the present communal personnel policy evaluation From the above research findings, it can be seen that in Vietnam, communal personnel policy evaluation has received more attention in research and practice as well However, each research has different research method and scope of research Researches on this field just limited to some articles Communal personnel policy evaluation method and manner are not associated with actual conditions in Vietnam Moreover, until now, there have been very few in-depth researches on communal personnel policy evaluation in the scientific angle of Public policy Therefore, further research is needed to clarify theory of policy and communal personnel policy evaluation, determinants, experience of communal personnel policy evaluation; analyze actual state of policies, evaluate the impact of communal personnel policy on communal personnel and propose solutions to completing Vietnam communal personnel policy evaluation 1.3.2 Research questions Based on the synthesis and formulation of the theoretical framework, the following research questions will be addressed: (1) What is the role and position of the CBCCCX policy assessment? Who is the subject of public officials policy evaluation in the research topic? (2) Vietnam has developed content, methods and criteria for the evaluation of Communist Party officials, but there are still many shortcomings and shortcomings (3) If building / forming a scientific basis, content, methods, criteria, tools, timing, and form of a good quality evaluation of officials and civil servants, the effectiveness and efficiency in 2.1.2 Policies for commune-level officials and public employees *Concept of policy The concept of policy is often mentioned in administrative science but it is also a category of political science According to the author: Policy is the set of decisions made by the competent State authorities in order to select objectives and solutions to solve social issues based on the set objectives; Policy is the regulation of regimes, institutionalization of interest relations, group interests and parts in the society * Communal personnel policy According to the author: Communal personnel policy means regulations, orientations and encouragements by the State to solve the issues related to communal personnel (regarding planning, attraction recruitment, use, evaluation, training, treatment and reward), carried out in a certain period, in order to promote scope, quality and structural development of communal personnel in the short term and in the long term Structure From the above concept of policy and communal personnel policy, it can be seen that policy structure is comprised of two parts: policy objective and policy solution Firstly, policy objective Policy objective means values or results desired by the State through carrying out policy solutions Secondly, problem-solving solutions Solution is the manner to solve problems in order to achieve the policy objective Types Communal personnel policies include: 1) election and recruitment policy; 2) planning policy; 3) training policy; 4) evaluation, arrangement and use policy; 5) transfer and rotation policy; 6) salary policy, treatment regime; 7) reward and discipline policy Role Firstly, creating a favorable environment to encourage communal personnel to develop Secondly, mobilizing the engagement by the society and individual investments in resources in order to ensure stability and sustainable development of communal personnel 11 Thirdly, orientating, leading and motivating communal personnel to work in line with the objective of each specific phase Characteristics Firstly, communal personnel policy has many different contents that have close interaction; Secondly, communal personnel policy is carried out by competent agencies, organizations and individuals; Thirdly, object of communal personnel policy is economic, political and cultural relations related to rights, responsibilities and interests of communal personnel; Fourthly, its purpose is to create communal personnel with sufficient quantity and quality, meeting political requirements and tasks for communal level in each development phase 2.2 Communal personnel policy evaluation 2.2.1 Concept of communal personnel policy evaluation According to the author: Communal personnel policy evaluation is a process of basing on certain criteria to review, analyze and conclude adequacy of the process (sequence, procedure, method) and product (policy) of such process in certain aspects (competence, content and form, etc.) with set objectives (management, legal, technical, etc.) in order to timely detect defects, inadequacies and work out adequate remedies Objectives to assess the policy of commune-level officials and public employees The policy evaluation helps managers and leaders pay attention to policies and social issues such as income distribution, population living standards, gender equality, and environment The content of commune-level cadre and civil servant policy assessment is conducted by state agencies on 03 contents: input evaluation; assess output and assess policy impact Subject of the assessment In the thesis, the subject evaluating the policy of commune-level officials and public employees is the author By studying the theoretical basis, collecting data, analyzing reality, the author makes comments and objectively assesses the policies for cadres and civil servants at present 2.2.2 Methods, principles, timing, and tools for assessing policies of commune-level officials and public employees Method: Based on power; Disseminate and propagate policies; Inspection, testing 12 Principles of evaluation: Ensuring political; Comprehensive and comprehensive; Historicality; Practicality; Assess the status of issuing policies from legal thinking, new visions; Economy Timing of evaluation: "prior" evaluation of policies; evaluate "after" policies: Evaluation tool: Policy implementation apparatus; System of legal documents; Finance (capital instrument) 2.3 Communal personnel policy evaluation criteria Effectiveness:The effectiveness of the commune-level cadre and civil servant policy is the ability to operate of the policy to be assessed through the calculation of costs - benefits, budget capacity, resources and other conditions; The effectiveness of the policy of communal cadres and civil servants requires the compliance and full compliance with the provisions of the policy Efficiency: Assessing the effectiveness of policy options is measured by trying to estimate the likelihood of achieving the goals and objectives In other words, the effectiveness of the policy option can be considered through assessments of the practicality of the goal and the ability to make the resources perform most effectively to achieve the goal Economics: The economics of the JSR are considered feasible when they achieve the present discounted value of future benefits greater than the present discounted value of future costs Use this criterion as a decisive criterion because any selection policy that offers a discount benefit greater than the discount cost can be selected Equality: In the policy, equity is reflected in the state's redistribution of income among different strata of population, while at the same time helping vulnerable people, such as the poor, the elderly, children and disabled person Feasibility: Tính khả thi sách thể việc quy định sách đối tượng tự nguyện thực thực có hiệu 2.4 Determinants on communal personnel policy evaluation: policy evaluation subject; Stakeholders in policy implementation; State potentials; Power and capacity of policymakers; Capacity of policymakers; Potentials of executors; Psychosocial factor; political factor; economic factor and legal factor; diversity of policy issue; policy execution environment 13 Chapter ACTUAL STATE OF COMMUNAL PERSONNEL POLICY IN VIETNAM TODAY 3.1 Actual policy of cadres and civil servants at present 3.1.1.Overview Communal personnel policy has received special attention from the Communist Party and the State of Vietnam, especially since the 5th Central Resolution, 9th session (Resolution No 17 dated 18/3/2002 by the 9th Party Central Executive Committee on “Renovating and improving quality of political system in communes, wards and townships”) For the first time, the Communist Party of Vietnam had a specialized Resolution on political system at grassroots level, putting an important mark in transition from semispecialized working regime with allowance and subsidy for old communal personnel upon resignation to working regime with pay, position allowance and retirement regime for personnel at district level up 3.1.2 The content of the current policy of commune-level officials and public employees in Vietnam Firstly, election policy, recruitment Secondly, planning policy Thirdly, policies on training and retraining Fourthly, layout policy, use and evaluation Dispatching policy, rotation Salary policy, remuneration Reward and discipline policies 3.2 Communal personnel policy evaluation The thesis has analyzed and assessed the policy impacts on real life, through the evaluation criteria Chapter Contents of communal cadres and civil servants policies: Election and recruitment; planning, sourcing; rotation; salary; treatment; training; insurance; reward, discipline; evaluation on communal personnel 3.3 General comment 3.3.1 Achievements Over the past time, recruitment has been gradually kept in order Communal personnel recruitment decentralization by job 14 position has been fortified Communal personnel recruitment has been public, democratic, objective and equitable Personnel recruitment process is organized strictly and equitably for all candidates In general, communal governments have met requirements on physical facilities such as working room, furniture, telephone, computer, and other office stationery for carrying out professional tasks of each position in the agencies For communal personnel, salary regime based on title and training qualification has been applied in the same manner to communal personnel For non-specialized personnel in communes, hamlets and groups, relevant localities have been decentralized to take initiate in regulating quantity, title, allowance and working expenditure in accordance with local conditions Other regimes such as social insurance, health insurance and characteristic allowance have been applied to this force Being aware of the important role of personnel training in improving performance efficiency and effectiveness of communal personnel, over the past time, People’s Committees of communes have paid much attention to personnel training During implementation, communal governments have associated training plan with personnel review, evaluation, arrangement and utilization; associated training with trained personnel promotion and appointment in connection with their qualifications, capacity, strength and training major Therefore, many facilities have overcome personnel arrangement and promotion unmethodically and sensibly Communal personnel rotation by communal personnel title is carried out fairly well by executive committees of Party hierarchy at various levels and gradually kept in good order with specific program and plan Initial good results have been achieved During task implementation, communal governments have in general met requirements on democracy and publicity in their assigned tasks, associated emulation with reward, combined strictly spiritual encouragement with physical encouragement and popularized advanced examples Annual communal personnel evaluation is carried out strictly, seriously and in accordance with procedure Evaluation result is notified publicly Personnel evaluation is conducted based on guiding documents issued by the District People’s Committees Most communal personnel 15 feel satisfied with evaluation results There are no complaints on unjust personnel evaluation 3.3.2 Shortcomings and limitations Election policy: Regulations on self-nominated candidates have not met equality and just requirements Structure of self-nominated delegates is very low (about 10%), which fails to create equal opportunities for both nominated persons and self-nominated persons The fact that the Party stipulates that Party members must not offer themselves as candidates is a limitation, which narrows elector’s selection possibility and limits citizen rights of Party members Communal personnel recruitment policy: According to the current regulations, communal People’s Committee is responsible for establishing annual communal personnel recruitment plan by title, reporting the same to district and provincial People’s Committee for recruitment approval and organization; communal personnel recruitment plan also specifies number of titles assigned to communal personnel, number of existing personnel and number of insufficient personnel compared with the assigned number by title Facilitation and working environment policy: In general, working equipments and means of personnel are insufficient and fail to meet working requirements Environmental condition, working location of communal personnel, especially in rural and mountainous areas with complicated topography, poor traffic, difficult economic, cultural and medical conditions Salary policy: Unlike senior agencies from district and provincial level up, due to many personnel, it is easy to assign tasks by their training qualifications; at communal level, salary is arranged by professional qualifications but works are the same, that is, communal personnel must complete the same workload despite different salary levels Allowance policy: Communal public servants shall not enjoy the same allowance by type of administrative unit as communal staff This can be regarded as unfair criterion between communal public servants and communal staff because all personnel work in the same locality but there is discrimination in policy implementation Training policy: Generally, communal, ward and township personnel still have a lot of limitations, low quality, especially in professional fields, uneven and unilateral training level and low training practicality State administrative management remains limited, especially 16 in mountainous and ethnic areas In particular, every year, communal personnel are not provided with professional training, updated socioeconomic information and don’t have chance to grasp Party policies and the State laws as defined in the Decree No 101/2017/NĐ-CP Planning policy: In the personnel plan for new facilities, attention has been paid only to key leaders and managers other than other titles and professional team In spite of many efforts, training still takes notice of quantity and fails to create the balance between training and utilization, fails to manage post-training preparatory personnel strictly, fails to work out specific plan to transfer communal personnel generations effectively Rotation policy: Personnel rotation remains limited There are very few personnel subject to rotation, especially rotation from districts to grassroots and vice versa Upon personnel rotation, it is impossible to identify rotation time and job position after rotation Reward and discipline policy: At the end of each year, communal governments as well as other State administrative agencies reward personnel with good achievement during the year Apart from goods achievements, up to 46% personnel are dissatisfied with reward value, which fails to stimulate individuals to work enthusiastically Therefore, completion of reward policy for personnel in general and communal personnel in particular is very necessary at present Evaluation policy: Communal personnel evaluation is not actually appreciated In some units or agencies, no strict regulations and procedures are applied to personnel evaluation 3.3.3 Reasons for limitations and shortcomings Firstly, awareness and leadership of senior agencies; Secondly, legal completion; Thirdly, lack of criteria to evaluate policies scientifically; Fourthly, subjective factor from policymakers; Fifthly, plurality (one person with many tasks); Sixthly, limited qualifications of personnel at grassroots level (communal, district) of provinces and cities, impossible to meet the set task requirements; Seventhly, communal personnel is created by many sources; Eighthly, lack of expenditure for communal personnel policy evaluation; Ninthly, irregular inspection and supervision over policy implementation; lack of strict measures against teams, individuals, especially leaders without completing their tasks in exercising rights of communal personnel as defined in policies 17 Chapter SOLUTIONS TO COMPLETING COMMUNAL PERSONNEL POLICY IN VIETNAM 4.1 Viewpoints and orientations for perfecting the policy of commune-level officials and public employees 4.1.1 Opinion Based on guidelines, plans and renovation policies by the Communist Party of Vietnam regarding establishment and implementation of communal personnel policy: Communal personnel policy is an important tool of the State management Through promulgation and implementation of polices, the State objectives are realized Meeting market economic requirements: Communal personnel policies should take into consideration region factor so that personnel can focus on developing their public service Policies should not be equated because of differences in characteristics and expenditure level of each region Identifying position and role of communal personnel: Communal personnel are the persons who directly realize and ensure realization of democracy at grassroots level, brings into full play mastering right of the people Communal personnel are the persons who communicate fully and profoundly purpose, significance and content of democratic rules at grassroots level to the people; concurrently the persons who directly manage the State administration at grassroots level as the first level to solve peoplerelated issues from legal aspect to people’s life, security and order, settle disputes, claims and denunciations Ensuring consistency and uniformity in all aspects, in accordance with socioeconomic development requirements of the country as well as each locality in each development phase: Establishment and completion of policies for the State personnel in general and policies for communal personnel in particular are always linked to establishment and completion of the State institution of socialist jurisdiction, the State of the people and for the people Completing the policy associated with improving the quality of communal cadres and civil servants and streamlining the communelevel apparatus:Establishing compact and fine apparatus organization with clearly defined functions and tasks to bring into full play efficiency 18 and effectiveness of State management and better meet increasingly high development requirements 4.1.2 Orientation Firstly, making the completion of communal cadre development policy a mandatory content for a number of important State policies Secondly, paying attention to the public opinion, opinions and aspirations of the people to see the inadequacies in the planning and implementation process of communal cadres' development policies Thirdly, attention to the mass media, public opinion and comments of mass organizations are important feedback channels on the development policy of communal cadres and civil servants The interest in monitoring and receiving this information will help the State authorities to guide the assessment of communal officials' development policies Fourth, the evaluation learns from the participants of the evaluation, can organize an independent evaluation group, the participation of civil society sector, socio-political organizations Fifthly, adequate funds will be allocated for the completion of the commune-level cadre development policy 4.2 Solution to completing communal personnel policy in Vietnam 4.2.1 Awareness raising on policy positions for commune officials It is necessary to be aware clearly that important policies related to the most urgent life issues, interests of many people, policy evaluation is very necessary to complete policies, avoid wasteful risks, especially reflections contrary to the Government’s expectations 4.2.2 Improve the policy making process Therefore, publicity and transparency in policy establishment and promulgation remain quite limited; establishment remains closed; collecting feedback from the objects directly governed by documents remains moderate or formalistic, which makes analysis, summarization and evaluation of policy impact still formalistic 4.2.3 Effective implementation of policies Firstly, communicating and popularizing policies to executors Secondly, using effective policy implementation methods Thirdly, enhancing coordination among promulgating agencies and implementing agencies Fourthly, identifying evaluation process 19 4.2.4 Correcting and completing communal personnel policies Election and recruitment policy: Completing nominee selection and reference mechanisms to meet structure and choose the persons with sufficient ethical quality, qualifications, capacity and ability to carry out tasks Recruitment policy Personnel recruitment is a very important content and regarded as an input of the production process Over the past time, communal personnel recruitment has remained limited: identification of recruitment demands is not close to actual requirements because recruitment and appointment are decided by district level other than by communal level To complete communal personnel recruitment policy, it is necessary to the followings: Firstly, making plans and creating communal personnel source Source selection to put into planning is conducted extensively, including local personnel and other personnel, personnel in office and new personnel This work should be done publicly Standards for putting communal personnel into planning are publicized among all local personnel and people to avoid the fact that there are not enough qualified personnel in case of recruitment and arrangement and vice versa Secondly, establishing specific standards for communal personnel in accordance with actual situation of each locality Structure of communal personnel standard system must differentiate qualifications standard and capacity standard Each recruitment unit must identify capacity framework with working capacity levels corresponding to three basic contents, namely knowledge, skill and public service ethics as a basis for evaluating and choosing input for candidates as well as during probation Thirdly, renovating competitive examination methods in both content and form In both competitive examination method and admission method, priority should be given to competitive examination, especially for new graduates At present, some localities have policies for attracting their people’s children with excellent degree, i.e admitting to some positions in the communal government This method is not actually effective However, in fact, there is difference in the quality of students at training institutions Some students graduate with excellent and good degrees whereas some other training institutions have more accurate and stricter evaluation criteria Besides, it is necessary to supervise competitive examination strictly, especially test question making and test question reviewing For 20 some written test subjects, it is necessary to install camera so that the implementation is subjective and equitable Working condition and environment creation policy Firstly, enhancing office culture model realization; Secondly, building friendly working environment; Thirdly, modernizing physical facilities and office equipment Planning and source creation policy: Identifying source: each title should be planned from two or three persons, succeeding source is selected not only from hamlet staffs, mass organizations but also from university and college graduates aged about 30, currently working at other agencies and organizations Adequate personnel transfer, rotation, arrangement and utilization policy: It is necessary to intensify personnel management decentralization so that grassroots facilities can take initiative in arranging and utilizing public personnel and non-specialized personnel, supplement non-salary allowances for personnel and solve allowances for other staffs Salary policy and treatment regime: It is important to establish priority and attraction policy in leader and manager promotion and appointment; supplement characteristic allowances for communal personnel; gradually increase income from salary for communal personnel Training policy: It is necessary to standardize and establish professional lecturers for grassroots personnel training; During communal personnel training, it is necessary to focus on some necessary skills such as Public service action plan making skill; document preparation and issuance skill; communication skill; policy and legal follow-up skill; task coordination skill; actual public service problemsolving skill; inspection skill Reward and discipline policy: It is necessary to choose form and value of awards in accordance with each type of personnel It is advisable to avoid reward based on egalitarism Value of awards must be corresponding to working performance of personnel in order to encourage personnel to work enthusiastically Communal personnel evaluation policy: Setting up evaluation criteria in an open direction; strictly observing personnel evaluation principle; using evaluation result 21 4.2.5 Setting up the Set of evaluation criteria for communal personnel policy Setting up evaluation criteria fully and correctly Depending on each field, there will be different policy evaluation criteria Normally, evaluation criteria focus on such aspects as effectiveness, efficiency, feasibility and equality of policies 4.2.6 Evaluating policies in a strict and open manner: collecting suggestions from communal personnel; organizing independent evaluation group including members as evaluators, possibly from the State agencies or private agencies All members will conduct evaluation independently and objectively based on the group’s specific objective and tasks 4.2.7 Quality of policy evaluation human resources Firstly, recruiting personnel with professional qualifications in policy establishment Secondly, choosing evaluators Upon evaluating policies in general and communal personnel policies in particular, evaluators must be mindful and knowledgeable Thirdly, training policy evaluators methodologically Fourthly, regularly checking, supervising and collecting suggestions from the people regarding policy implementation in the localities Fifthly, preparing both human resources and physical resources carefully upon policy implementation 4.2.8 Funding communal personnel policy evaluation: Sufficient and proper funding will help managers conduct policy evaluation effectively; as for policy evaluation, it is possible to hire leading specialists to analyze and evaluate policies during and after policy implementation; it is possible to collect suggestions from different areas to analyze, summarize and establish new policies; hold seminars and conferences to collect suggestions from communal personnel in many locations 4.2.9 Inspecting policy implementation: Regularly intensifying specialized inspection at districts in carrying out communal personnel policies; monitoring and following hard on the districts’ handling after inspection over violations in communal personnel policies 22 CONCLUSION The title “Communal personnel policy evaluation in Vietnam today” has carried out research objectives and tasks through clarifying theory and practice of the present communal personnel policy evaluation as well as analyzing actual state of communal personnel policies, thereby proposing solutions to completing policies Research findings have focused on clarifying the following issues: Firstly, the Thesis has systematized scientific researches related to the research title Such researches are requisite for the author to complete his thesis Secondly, theoretical issues on communal personnel policy evaluation related to the title are studied, selected and systematized by the author Communal personnel policy evaluation is clarified by the author in Chapter Thirdly, the Thesis has generalized communal personnel polices from 2003 up to now Fourthly, the Thesis has evaluated actual state of communal personnel policy such as election and recruitment; working condition and environment creation; adequate attraction and treatment policy; training; personnel planning; transfer, rotation; reward, discipline and communal personnel evaluation policy Fifthly, based on pointing out limitations and reasons for such limitations in communal personnel policies, the author proposes general solutions, solutions to completing communal personnel policy Sixthly, communal personnel policy evaluation will impact expenditure for stakeholders; evaluating efficiency of resources distribution; enabling managers and leaders to pay attention to policies and other issues related to personnel and performance effectiveness and efficiency of communal governments Seventhly, to complete communal personnel policy evaluation, There are some key solutions that need to be implemented, like: Raising awareness of the policy positions of commune officials and public employees; Complete the process of policy formulation; Implementing effective policies; Revise and complete policies for public officials; Develop criteria set for quality assurance evaluation of officials and employees; Serious policy review, in the open direction; The quality of human resources for policy evaluation; 23 Investing funding for policy assessment of commune-level officials and public employees; Inspecting and examining the implementation of policies Eighthly, to have the above research findings, during research, the author has combined the following research methods: Document research method; Methods of analysis and synthesis; Methods of comparison and comparison; Descriptive statistics method; Inductive method, interpretation Especially in the thesis, we used the method of interviewing the comments on the policy of public officials and civil servants through the questionnaire During research, apart from achievements, the Thesis also has some limitations, including: (1) Due to limited data, it is impossible to research on policies for all personnel in general but focus only communal personnel policies; (2) Studying experience of other countries in policy evaluation through surveying announced documents without surveying actual operation of the State administrative agencies of other countries 24 LIST OF ANNOUNCED WORKS BY THE AUTHOR RELATED TO THE THESIS Luong Manh Son (2019), "Improving public morals for communal cadres and civil servants", State Management Review No 7/2019, ISSN 2354-0761, pages 13-18 Luong Manh Son (2017), “Completing communal personnel policies today”, State Management Journal No 1/2017, ISSN 23540761, pp 49-53 Luong Manh Son (2017), “Some solutions to improving communal personnel quality at present”, State Management Journal No 8/2017, ISSN 2354-0761, pp 36-40 Luong Manh Son (2016), “Some solutions to improving communal personnel quality at present”, Inspector Journal No 02/2016, ISSN 2354-1121, pp 23-25 Luong Manh Son (2016) “Solutions to training young communal personnel”, Youth Journal No 11/2016, ISSN 08866 8507, pp 30-31 Luong Manh Son (2013), “Policies for communal, ward and township personnel in Vietnam today” Theoretical Education Journal, ISSN 0868-3492, Issue (242), pp 54-56 Luong Manh Son (2019), “Building and implementing grassroots democracy regulations in Hanoi city, the situation and solutions”, Hanoi City People's Committee, Proceedings of Scientific Workshop: Improving, improving only Governance and Public Administration Performance (PAPI) of Hanoi City in 2019, pp 226-234 ... VIETNAM TODAY 3.1 Actual policy of cadres and civil servants at present 3.1.1.Overview Communal personnel policy has received special attention from the Communist Party and the State of Vietnam,... Academy-level Council of Thesis Examiners at Vietnam Academy of Social Sciences, Graduate Academy of Social Sciences, located at 477 Nguyen Trai, Thanh Xuan, Hanoi At……(hour)…….(min), (day) ……(month)……2020... ……(month)……2020 The thesis is found in the following libraries: - Library of Vietnam Academy of Social Sciences - National Library of Vietnam PREAMBLE Urgency of the title Personnel are an important factor