Principles for Evaluation and Classification of Vietnamese Official and Public Employee

officials and public employees are individuals working in state agencies, public service providers, and receiving salaries from the state budget. The evaluation and classification of officials and public employees is the basis for arranging, utilizing, training, fostering, upgrading, or promoting professional titles, planning, appointing, dismissing, deploying, transferring, rewarding, disciplining and implementing other policies towards officials and public employees.

The classification and evaluation of officials and public employees must adhere to the following principles:

- Ensuring proper authority: officials and public employees are evaluated by the head of the agency or unit. The level or individual conducting the evaluation simultaneously carries out the classification and must be responsible for their decisions.- The evaluation must be based on the responsibilities, assigned duties, and the results of task performance. The evaluation should clarify the strengths, weaknesses, existences, and limitations regarding the qualities, capabilities, and proficiency of officials and public employees.- Ensuring objectivity, fairness, accuracy, and avoiding partiality, oppression, favoritism, and formality.- The evaluation and classification of leading and managing officials must be based on the performance results of the departments, units, and subordinate divisions assigned to be led and managed; the evaluation and classification of managing public employees must be based on the performance results of the unit assigned to be managed and overseen. The task completion level of the head cannot be higher than that of the department or unit (including subordinate divisions).- In cases where officials and public employees fail to complete their tasks due to objective and unavoidable factors, it will be considered in the evaluation and classification process.

The evaluation of officials is based on the obligations, ethics, communication culture, and prohibited acts for officials; the criteria for the position, title of the official, and the work program and plan of the agency, organization, unit under the direct management authority or assigned, approved, or directed by the competent authority.

Public employees are evaluated based on obligations, professional rank, and assigned duties. Specifically:

- The obligations of officials towards the Communist Party, the State, and the people in executing public duties; the obligations of officials as heads; the ethics of officials; the communication culture in workplaces; the communication culture with the public; prohibited acts related to public service ethics; prohibited acts related to state secrets;- Criteria for the professional rank and position of leading and managing officials;- Duties according to the annual work program and plan assigned by leaders or sudden duties directed and organized for execution.

For public employees, the evaluation criteria are based on the commitments in the signed work contract; regulations on professional ethics, and the code of conduct for public employees.

officials and public employees are evaluated and classified annually at the end of the working year, with the evaluation and classification taking place in December each year.

Issued together with Decree 56/2015/ND-CP are the evaluation and classification forms for officials and public employees. Concurrently, Article 45 of Decree 24/2010/ND-CP and Article 37 of Decree 29/2012/ND-CP are abolished.

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