The classification of civil servants will be the basis for calculating bonuses and additional income

The Ministry of Home Affairs submitted to the Government a draft Decree on the assessment and classification of civil servant quality, which clearly states the regulation on the use of monitoring, evaluation and classification results for civil servants.

Management agencies and agencies using civil servants within their authority shall use the results of monitoring, evaluating and classifying civil servants.

The results of monthly and quarterly monitoring and evaluation of civil servants are used to:

Handling according to authority or reporting to competent authorities for consideration and handling of problems and inadequacies in the organization and operation of agencies, organizations and units.

Timely detect and overcome shortcomings and limitations in the process of performing civil servants' duties.

Propose measures to improve the quality of civil servant service performance.

The results of monitoring and evaluating civil servants for 6 months are used to:

Assessing the level of compliance with and performance of tasks and public duties; overcoming problems arising in months and quarters.

Review the assignment, assignment of tasks and the organization of task implementation in the unit. Consider arranging and changing job positions in accordance with the capacity of civil servants.

Use as a basis for determining additional income and bonuses from the annual bonus fund (10% of the salary fund of an agency, organization, unit).

The results of annual civil servant quality classification are used to:

Propose tasks and solutions to promote advantages, overcome limitations and shortcomings to consolidate and improve the leadership and direction capacity of the leadership and management collective of agencies, organizations and units.

Arrange, use, train, foster, plan, appoint, dismiss, transfer, rotate, second, emulate, reward, discipline, evaluate and classify the quality of party members, implement other policies for civil servants.

Consider placing them in a higher job position if they have a position that suits their expertise and profession and meets the requirements of that job position.

Consider placing them in lower positions or laying them off in cases where their quality is classified as not completing the task or not meeting the requirements of the task.

Use as a basis for determining additional income and bonuses from the annual bonus fund (10% of the salary fund of an agency, organization, unit).

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