Procedures for public employee examination in Vietnam in 2024

Procedures for public employee examination in Vietnam in 2024 (Internet image) 

Regarding this issue, LawNet would like to answer as follows:

The procedures for the public employee examination in 2024 are regulated in Decision 168/QD-BNV dated March 12, 2024, which announces administrative procedures stipulated in Decree 85/2023/ND-CP amending Decree 115/2020/ND-CP on recruitment, utilization, and management of public employees as follows:

1. Application for the public employee examination in Vietnam in 2024

The application for the public employee examination in 2024 is the Registration Form according to Form 01 issued along with Decree 85/2023/ND-CP.

2. Procedures for public employee examination in Vietnam in 2024

* Step 1. Recruitment announcement and acceptance of registration forms

The recruiting authority must publicly announce the recruitment at least once in one of the following public media: printed newspapers, online newspapers, radio, television, and simultaneously post it on the electronic information page or the electronic portal and publicly display it at the working location of the recruiting authority.

* Step 2. Applicants submit their registration forms at the designated location or send them by mail or through the electronic information page or the electronic portal of the recruiting authority.

* Step 3. Verification of registration forms

Establish a Verification Committee for the registration forms, decided by the Chairman of the Recruitment Council no later than 5 working days from the date of establishment of the Recruitment Council.

In case the applicants do not meet the conditions and criteria for recruitment, no later than 5 working days after the end of the verification of the registration forms, the Recruitment Council is responsible for sending a written notification to the applicants at the registered address.

* Step 4. Organize the recruitment examination for public employees:

The Recruitment Council announces the list and summons qualified candidates to participate in the first round of the examination, simultaneously posting it on the electronic information page or the electronic portal and publicly displaying it at the working location of the recruiting authority. No later than 15 days from the date of announcing the summons for the first round, the Recruitment Council must organize the first round examination.

The recruitment examination for public employees is conducted in 2 rounds as follows:

4.1. First round: General knowledge examination in the form of computer-based multiple-choice questions. The examination content includes 2 parts, specifically as follows:

- Part I: General knowledge, 60 questions about understanding of public employee laws, Party's principles and policies, recruitment policies and laws in the field. Examination time is 60 minutes.

In case the candidates have achieved the quality evaluation results according to the regulations on the quality evaluation of civil servants' entrance, they will be exempted from the Part I examination.

- Part II: Foreign language, 30 questions in one of the five languages: English, Russian, French, German, Chinese, or another language according to the requirements of the position. Examination time is 30 minutes.

For positions that do not require foreign language skills in the training, development standards, job descriptions, and competency frameworks, there is no need to organize a Part II examination.

- The result of the first round examination is determined by the number of correct answers for each part of the examination specified in point a and point b of this section; if the candidate answers correctly to 50% or more of the questions for each part of the examination, they will proceed to the second round.

The candidates are notified of the first round results immediately after the end of the examination. There is no review process for the first round examination results.

4.2. Round 2: Specialized Professional Exam

No later than 05 working days from the end date of the marking of round 1, the Recruitment Council must create a list and announce the summons of eligible candidates for round 2, while also posting it on the electronic information page or the electronic information portal and publicly displaying it at the working headquarters of the authorized recruitment agency or unit.

No later than 15 days from the date of announcement of the summons for candidates to participate in round 2, the Recruitment Council must organize round 2 examinations.

- Examination format: Based on the nature, characteristics, and requirements of the job position being recruited, the head of the authorized recruitment agency selects one of three examination formats: interview, practical test, or written test.

In the case of choosing the written test format, one of three forms may be selected: multiple-choice, essay, or a combination of multiple-choice and essay.

- Examination content: Assess the knowledge and professional skills of the candidates according to the requirements of the job position being recruited.

The content of the specialized professional exam must be based on the tasks, competency standards, and professional requirements of the public employee profession, and must be suitable for the requirements of the job position being recruited. In the same recruitment examination, if there are job positions with different professional and vocational requirements, the Recruitment Council for public employees must organize the construction of different specialized professional exam papers corresponding to the requirements of the job positions being recruited. The tasks related to the exam paper creation must be conducted in accordance with the provisions of the law.

- Examination time: 30 minutes for interviews (candidates have no more than 15 minutes for preparation, not included in the examination time); 180 minutes for written tests (excluding time for copying the questions); the duration of the practical test is decided by the head of the authorized recruitment agency based on the nature and characteristics of the job position being recruited.

- Scoring scale (interview, practical test, written test): 100 points.

- Depending on the needs and specific characteristics of the agency or unit, the head of the authorized recruitment agency decides to set higher requirements for the content, format, and examination time of round 2 as stipulated in this section.

In the case where the authorized recruitment agency or unit organizes the written test format for round 2, the marking and reconsideration must be conducted as stipulated in point b, clause 3, Article 15 of Decree 115/2020/ND-CP. There will be no reconsideration for the results of round 2 through the interview or practical test format.

4.3. In the case of organizing a foreign language test, no language certificate is required; if the result is achieved, it will be considered as meeting the foreign language standards.

Exemption from the foreign language test as stipulated in point b, clause 1, Article 9 of Decree 115/2020/ND-CP applies to the following cases:

- Having a foreign language major degree (English, Russian, French, German, Chinese, or other languages as required for the job position) with the same or higher level of training than the professional and vocational training required for the job position being recruited.

- Having a degree with the same or higher level of training than the professional and vocational training required for the job position being recruited, studying abroad or studying in Vietnam using a foreign language (English, Russian, French, German, Chinese, or other languages as required for the job position), recognized by the authorized agency or naturally recognized according to the provisions of the law.

- Having a standard foreign language graduation certificate equivalent to or higher than the foreign language standards required for the job position being recruited.

- Having an ethnic minority language certificate for recruitment into job positions directly related to ethnic minorities or job positions working in ethnic minority areas; being an ethnic minority candidate for recruitment into job positions directly related to ethnic minorities or job positions working in ethnic minority areas.

* Step 5. Recognition and announcement of public employee recruitment results

After completing the marking of round 2 as prescribed, no later than 05 working days, the Recruitment Council must report to the head of the authorized recruitment agency for consideration and recognition of the recruitment results.

Within a period of 10 days from the date of the decision to recognize the recruitment results, the Recruitment Council must publicly announce it on the electronic information page or the electronic information portal of the authorized recruitment agency or unit, and send the notification of the recognized recruitment results in writing to the candidates at the address they registered. The notification must clearly state the deadline for the successful candidates to come to the authorized recruitment agency or unit to complete the recruitment dossier.

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