Procedure for Appointing Leadership and Management Positions for the Latest Officials in 2023: How is it Implemented?
Documents for the Appointment of Leaders and Managers for Officials Include What?
Based on the regulations in Section 12 of the Administrative Procedures issued attached to Decision 507/QD-BNV 2023, the documents for the appointment of leaders and managers for officials include:
The personnel appointment dossier must be truthfully, accurately, and fully declared as per the listed sections and must be certified or authenticated by the competent authority, including:
- A presentation on the appointment signed by the head of the agency or organization (for cases submitted to a higher-level authority for appointment approval); or signed by the head of the agency responsible for organizational personnel work (for cases where the head of the agency or organization makes the decision);
- A summary of the ballot results accompanied by the minutes of the ballot count at the steps in the appointment process;
- A self-declared resume as per the prescribed form, certified by the direct managing agency, with an attached 4x6 color photo taken within the last 6 months;
- A self-assessment of work performance over the past 3 years;
- Comments and evaluations of the collective leadership of the agency or organization on the ethical qualities, lifestyle, sense of discipline, internal solidarity, work capacity, and task performance results of the past 3 years;
- Remarks from the Party cell where the official resides regarding themselves and their family. If the personal residence is different from the family residence, remarks from both places are required;
- Conclusion from the competent Party committee on political standards;
- Declaration of assets and income as per the prescribed form;
- Copies of diplomas and certificates as required by the appointed position standards. If the personnel holds a degree granted by a foreign educational institution, it must be recognized in Vietnam as per regulations;
- A health certificate issued by a competent medical authority within the last 6 months.
The newest 2023 process for appointing leadership and management positions for officials is implemented as follows?
Procedure for Applying for Appointment to Leadership and Management Positions for Officials in 2023
Based on the regulations in Section 12 of the Administrative Procedures issued attached to Decision 507/QD-BNV 2023, the procedures for applying for appointment to leadership and management positions for officials are as follows:
- Step 1: The agency or organization with the need for appointing leadership and management officials must submit a written proposal to the competent appointing authority regarding the policy, quantity, human resources, and the expected allocation of responsibilities for the proposed appointees;
- Step 2: The competent authority reviews and decides on the appointment policy within 10 days from the date of receiving the agency’s or organization’s proposal;
- Step 3: Within 15 days from the date of receiving the competent authority’s written agreement on the appointment policy, the head of the agency or organization must conduct the selection process as per regulations.
Process for Appointing Leadership and Management Positions for Officials in 2023
Based on the regulations in Section 12 of the Administrative Procedures issued attached to Decision 507/QD-BNV 2023, the appointment process for leadership positions for officials is as follows:
Implementation Process for On-site human resources:
- Step 1:
Based on the agency’s or organization’s policy, task requirements, and human resources within the organization, the collective leadership discusses and proposes the structure, standards, conditions, and process for introducing personnel.
- Composition: Head, deputy head of the agency or organization, and the head of the planning office for personnel work.
- Discussion and proposals are recorded in minutes.
- Step 2:
The expanded collective leadership discusses and agrees on the structure, standards, conditions, and process for introducing personnel and proceeds to introduce personnel by secret ballot.
- Composition: Head, deputy head of the agency or organization, executive committee of the Party, heads of affiliated or subordinate units. The meeting must have at least 2/3 of those summoned present.
- Principles for introducing and selecting: Each member introduces one person for a position; the person with the highest votes and a rate over 50% of the total summoned is selected. If no one achieves over 50%, select the 2 individuals with the highest votes for further steps.
- Personnel introduction ballots issued by the meeting organizing committee, stamped with the official seal. Ballot results are recorded but not announced at this meeting.
- Step 3:
The collective leadership, based on structure, standards, conditions, task requirements, and the capability to meet them, discusses and introduces personnel by secret ballot.
- Composition: As specified in Step 1.
- Principles for introducing and selecting: Each leader introduces one person for a position from those introduced in Step 2 or another qualified individual; the person with the highest votes over 50% of total leadership members introduced is selected. If no one achieves over 50%, select the 2 individuals with the highest votes for a vote of confidence at the key personnel meeting.
- Personnel introduction ballots issued by the meeting organizing committee, stamped with the official seal. Ballot results are recorded and announced at this meeting.
- If the leadership’s results differ from those introduced in Step 2, a report and explanation should be provided for higher authority’s guidance before proceeding with further steps.
- Step 4:
Organize the collection of key personnel opinions on the individual introduced by the collective leadership in Step 3 via secret ballot.
- Composition: Head, deputy head of the agency or organization, executive committee of the Party at the same level, heads of political and social organizations within the agency or organization, heads, and deputy heads of affiliated units. For agencies or organizations with fewer than 30 people or without constituent structures, include all officials. The meeting must have at least 2/3 of those summoned present.
- Opinion collection procedure:- Discuss the structure, standards, conditions, task requirements and personnel’s ability.- Announce the introduced personnel list (from Step 3); summarize their background, education, work; evaluate their strengths and weaknesses, development potential, and work assignment plan.- Fill out confidence ballots (signed or unsigned). Confidence ballots issued by the meeting organizing committee, stamped with the official seal.- Ballot results are recorded but not announced at this meeting.
- Step 5:
The collective leadership discusses and votes on personnel.
- Composition: As specified in Step 1.
- Implementation procedure: Analyze vote results from previous meetings; verify and conclude any new issues (if any); Collect written opinions from the Party committee or organizational Party committee about the proposed personnel; the collective leadership discusses, evaluates, and votes on personnel (by secret ballot).
- Principles for selecting: The individual with the highest votes over 50% of total leadership members is selected for recommendation. If 2 individuals tie with 50%, choose the one introduced by the head for the recommendation; report all different opinions for higher authority consideration and decision.
- Personnel voting ballots issued by the meeting organizing committee, stamped with the official seal. Ballot results are recorded.
- Make the appointment decision under authority or submit it to the competent authority for decision.
Implementation Process for External Human Resources:
- If the personnel are proposed by the agency or organization, the collective leadership discusses and agrees on the policy and proceeds with the following tasks:
- Meet with the proposed personnel to discuss task requirements.- Consult with the leadership and Party committee of the agency or organization where the proposed personnel are currently working about the transfer policy; take comments and evaluations on the personnel; review documents and verify background.- Discuss, evaluate, and vote on personnel by secret ballot. The proposed personnel must gain over 50% of the leadership members’ approval; if 50%, the head decides; report all different opinions for higher authority consideration and decision.- Make the appointment decision under authority or submit it to the competent authority for decision.
- If the personnel are proposed by a higher authority for external transfer and appointment, the personnel planning office of the higher authority proceeds with the following tasks:
- Consult with the leadership and Party committee of the receiving agency or organization about the proposed transfer and appointment.- Consult with the leadership and Party committee of the personnel's current agency or organization about the transfer and appointment policy and takes evaluations; review documents and verify background.- Meet with the proposed personnel to discuss task requirements.- Coordinate with relevant bodies to appraise the personnel.- Make the appointment decision under authority or submit it to the competent authority for decision.
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