This morning (August 6th), the Ho Chi Minh City People's Committee held a conference to review the pilot project for competitive examinations for leadership and management positions at the departmental level and equivalent in 2022, and to launch the pilot project for competitive examinations for leadership and management positions at the departmental level and equivalent in 2024.
In his remarks at the conference, Chairman of the Ho Chi Minh City People's Committee Phan Van Mai highly appreciated the results of the 2022 recruitment examination, with 13 department-level positions successfully filled. This initial result serves as valuable experience for further expanding the recruitment examination scheme in the future.
According to Mr. Mai, the recruitment process was truly open, transparent, conducted within the proper authority, and selected the right people for the job requirements and positions.
The competitive examination process has also changed perceptions regarding the city's planning and personnel selection.
However, the city's top official also noted that, due to the lack of general regulations for the pilot program, there are still some difficulties in understanding and applying it.
"Because this was the first pilot program, two problems emerged: apprehension among the candidates and confusion among the Party committees and leaders," Mr. Mai emphasized.
Ho Chi Minh City leaders believe that candidates are apprehensive about how they will be judged if they are not selected. They wonder if their employing unit will still consider them for future career advancement, or if they will adopt a "this person just failed the exam" mentality when planning for future positions.
Therefore, the Chairman of Ho Chi Minh City requested that localities, departments, and the Department of Internal Affairs clarify this issue and learn from it to avoid creating a sense of apprehension among candidates in future exams.
Mr. Phan Van Mai also affirmed that the city will continue to pilot and expand the competitive examination process not only for department-level positions but also for department-level and equivalent positions in 2024 and subsequent years.
He requested the Department of Internal Affairs to take the lead and coordinate with relevant units to quickly finalize the documents and regulations and report them to the City People's Committee before August 15th.
Heads of localities, departments, and agencies that have not yet organized recruitment exams should promptly develop and implement plans for 2024.
For the 7 units that have already held recruitment exams, the scope will be expanded to the maximum, allowing for more positions to be tested due to existing experience.
The recruitment plan must be completed and submitted to the competent authority no later than September 30th.
The Chairman of Ho Chi Minh City also stated that in 2024, the city planned to hold competitive examinations for the position of deputy director at the departmental level in four units (Department of Labor, War Invalids and Social Affairs; Department of Culture and Sports ; Department of Science and Technology; and Department of Planning and Investment). However, he requested that the examination be expanded to include the positions of deputy chairmen at the district, county, and commune/ward levels; and directors and deputy directors of state-owned enterprises (in units and localities where there is a need).
Each locality has at least one department-level leader selected through a competitive examination.
Previously, in the preliminary report on the 2022 recruitment process, a representative from the Department of Internal Affairs affirmed that the initial pilot program had been largely successful.
This has brought about a significant shift in perception, fostered a healthy competitive environment, helped identify and select truly capable and suitable individuals with the right political and moral qualities, and contributed to the effective implementation of regulations on power control in personnel work.
Organizing competitive examinations has created a healthy competitive environment, motivating officials and civil servants in performing their duties.
However, representatives from the Department of Internal Affairs also acknowledged that, as this was the first pilot program, certain difficulties were encountered.
Specifically, there are many positions with a large number of applicants, but there are also positions with no or very few applicants.
In the organizational process, because implementation had to be carried out while simultaneously seeking guidance from higher authorities, some units were caught off guard by the timeline and failed to meet the set deadlines.
The Department of Internal Affairs also affirmed that, through competitive examinations, agencies and units not only select suitable officials but also have the opportunity to review and comprehensively assess the current situation and propose solutions to improve the quality of human resources.
Regarding the 2024 recruitment examination for leadership and management positions at the department level and equivalent, the Department of Internal Affairs requests that localities and units promptly issue plans as directed by the Ho Chi Minh City People's Committee before September 30th, in order to organize the examination in the fourth quarter of 2024.
In particular, for agencies and units that have not yet organized pilot competitive examinations, they should quickly develop a plan to organize competitive examinations for leadership and management positions at the departmental level and equivalent in 2024. This plan must ensure that at least one leadership position at the departmental or provincial level is filled through a competitive examination.
Source: https://vietnamnet.vn/tphcm-tien-toi-thi-tuyen-chuc-danh-pho-chu-tich-quan-huyen-2309107.html
