Circular No. 19/BYT-TT guiding the implementation of occupational standards for full-fledged positions of medical civil servants belonging to Group 5 and Group 0 in the organizational structure of units under the Ministry, provincial/municipal health departments directly under the central government, and health sectors in other industries.

CIRCULAR

Guidelines for implementing the application of business standards for full job titles of health sector officials belonging to Group 5 and Group 0 into the organizational structure at units under the Ministry, provincial and municipal health departments, special administrative regions directly under the central government, and health sectors in other industries.

Pursuant to Decision No. 324-LD/QD dated December 19, 1984 of the Minister of Labor兼任人事小組長，發布第1號職稱目錄的決定，以及衛生部長1986年7月7日第672-BYT/QĐ號決定，頒布衛生部門第5組和第0組職員業務標準。
The Ministry of Health provides guidelines for implementing the application of business standards for full job titles into the organizational structure at units under the Ministry, provincial and municipal health departments, and health sectors in special administrative regions directly under the central government and in other industries.

I- OBJECTIVES AND REQUIREMENTS

Building and applying full job titles and business standards for health sector officials into the organizational structure are two continuous processes aimed at achieving the objectives of improving organizational structures, streamlining the organizational machine, improving work procedures, innovating management mechanisms, and implementing cadre policies in accordance with the Party and State's guidelines.

Applying full job titles and business standards for health sector officials into the organizational structure of healthcare facilities must truly be a task of rectifying organizational structures, reorganizing the organizational machine, organizing labor in each agency, gradually implementing reasonable division of labor, rectifying work procedures, and perfecting work regulations at all stages, creating a synchronized transformation of the organizational machine, making it compact, efficient, and effective.

These guidelines stipulate the unified management of the process of implementing business standards for full job titles of health sector officials into the organizational structure regarding principles, guidelines, conditions, contents, procedures for implementation, and organization of enforcement.

II- GUIDING PRINCIPLES AND PRINCIPLES

Organizing the application of job titles and business standards for health sector officials into the organizational structure involves reasonably arranging all health sector officials into positions according to the actual needs of the organizational machine, making the organizational machine compact, strong, functioning correctly within its functions, and highly effective. This is related to every official within an organization. Therefore, it must be carried out cautiously, step by step, following the principle of centralized democracy, under the direct and unified guidance of the heads of healthcare facilities, based on Party leadership, and with the participation of mass organizations in management. The process must ensure the following three principles:

- Each official has the right to democratically participate in self-assessment, arrangement, and actively organize their own labor according to a truly reasonable procedure;

- The leadership collective examines, advises, and supervises the implementation of standards for each position;

- The head decides to recognize positions that meet the standards according to the分级管理权限。

III- CONDITIONS FOR APPLYING BUSINESS STANDARDS OF FULL JOB TITLES INTO THE ORGANIZATIONAL STRUCTURE

- Full job titles must be approved and issued by the State (the health sector has Decision No. 324-LD/QD dated December 19, 1984 of the Minister of Labor兼任人事小組長，發布職員職稱目錄和業務標準的決定)。

- These full job titles must have clear labor content, which must be surveyed in reality. All work content of the organizational machine must be reasonably arranged to fulfill the organization's functions and be consistent with the business standards.

- There must be business standards according to the three aspects of the standard and must be signed off and issued by the Minister of Health.

- The agency applying the business standards of full job titles must have a specific implementation plan according to the provisions of this Circular, which must be reviewed and approved by the competent authority directly above.

- The head of each agency must directly lead and guide with close cooperation with trade unions and youth associations, under the leadership of the Party.

- Each official, when assigned a job title, must voluntarily understand the labor content and business standards of that job title, while also understanding the method of implementing the work.

IV- PROCEDURES FOR IMPLEMENTING THE APPLICATION OF BUSINESS STANDARDS OF FULL JOB TITLES INTO THE ORGANIZATIONAL STRUCTURE IN THREE STEPS:

1. Preparation Step:

a) Under the leadership and direction of the head of each unit, who is the person in charge of the organizational structure belonging to Group 9, establish a Council to assist the head in directing and evaluating job titles and standards of officials in each agency. The Council consists of leaders from the constituent parts belonging to Group 8, representatives of the Party organization, trade unions, and the Communist Youth League of Ho Chi Minh.

The Council has a permanent working group consisting of 1 to 2 people managed by the personnel department of the unit, the permanent working group must have a specific program and plan and assign responsibilities to each member of the Council.

The list of the Council and the program and plan of the unit to implement the application of business standards for job titles into the organizational structure must be reviewed beforehand. Units under the Ministry report to the Ministry for approval, provincial and municipal health departments and health sectors in other industries report to their immediate superiors for approval.

b) Organize the review of functions and tasks, and re-examine the content of work of the organizational structure to concretize these functions and tasks into clear labor content and closely align with the actual situation. Through this, study and reasonably optimize the content of work, avoid overlapping functions and tasks, or missing tasks, with the spirit of streamlining the organizational machine to form a rational structure, while collecting and preparing materials about job titles and business standards planned for implementation.

c) Organize training for all officials of the agency to thoroughly understand the purpose, requirements, content, plan, and procedures for implementing business standards for job titles into the organizational structure, so that they clearly understand all tasks that all officials must perform.

At the same time, organize for officials to study the business standards of full job titles that they will undertake.

d) Conduct a survey of the current cadre and official team regarding their actual level and work they have been doing, as well as to evaluate how the organizational machine has operated in the past, through the following activities:

- Each officer shall write a self-report on the contents of their current and past work, declare their actual qualifications, capabilities, and workload; provide their own comments and suggestions for job title adjustments, and include an analysis from the collective body of the department where they are working.

- The Standing Committee shall compile, analyze, arrange, and handle overlapping functions and tasks, adjust the structure reasonably based on reality and anticipated classification of officers, and propose job title arrangements for officers.

- Subsequently, submit to the Committee for discussion and consensus to be approved by the head.

The classification of officers through the investigation of the current workforce is divided into five categories as follows:

- Category with sufficient qualifications to meet the requirements of the current job title;

- Category with weak qualifications but capable of improving to meet the requirements of the job title;

- Category with higher qualifications, capable of taking on more complex job titles;

- Category with mismatched expertise, unable to fulfill the duties, requiring a transfer to a more suitable job title according to their abilities and specialties;

- Category with insufficient qualifications, incapable of being assigned any position, requiring resolution under policy or temporary transfer to another area with its own salary fund.

e) Based on the survey of actual workload in each field, establish staffing standards and determine staffing for various job titles.

g) Prepare a comprehensive proposal for review of job titles, staffing, organizational structure, and job title arrangement plans for officers.

2. Step to organize the implementation of professional standards for all job titles within the organization.

a) Announce the job title arrangement plan for each officer (including the four categories above), while resolving remaining issues (this is not yet formal appointment, including those who have sufficient qualifications).

b) Organize training for all officers on responsibilities, tasks, content requirements, scientific labor organization methods, and work regulations.

c) Officers take on tasks (or hand over tasks) based on job titles and standards. Each officer organizes the establishment of work regulations; each task must clearly define boundaries, scope of responsibility, authority, interrelations, coordination, procedures, methods, progress, information needs, inspection, file construction, work routines, and management...

These are the foundations for officers to understand their responsibilities, organize their labor process to complete tasks, and serve as a basis for evaluating job title performance later.

d) After establishing work regulations and programs, officers apply them for trial and improvement, with feedback from direct leaders or the Job Title and Standard Appraisal Committee. Once approved by the Head, these regulations, procedures, and methods will have legal force and be published within the unit and related job titles for coordination. When most officers have completed the establishment of regulations and procedures, a general mobilization can be organized within the agency to promote the implementation of job titles and professional standards to generate enthusiasm and uniformity.

e) Continue to perform responsibilities based on assigned tasks, organize scientific labor according to approved procedures and regulations, striving to meet professional standards of the job title.

g) The Committee organizes the appraisal and evaluation of job title performance and professional standards, and officially recognizes officers who perform well and meet the standards, recommending formal appointment by the Head.

h) The agency head issues a decision to appoint officers who meet the professional standards within the delegated authority, or recommends higher authorities to appoint officers meeting the standards for positions under their jurisdiction.

Assigning tasks, or in other words, arranging officers into job titles, and formally appointing officers to those positions are two entirely different matters. Task assignment is based on the classification of officers according to job requirements and their qualifications and capabilities, including those who already meet the qualifications and those who do not but have the potential to improve. Formal appointment of job titles that meet the standards only occurs when officers have effectively organized their work according to their responsibilities, been confirmed by the Job Title and Standard Appraisal Committee as having met the standards, and their efforts are recognized.

In summary, the evaluation of the application of job titles and professional standards in the organization for each officer can be divided into three stages: assignment of job titles; performing well according to job titles; and formal appointment of job titles that meet the standards, to ensure appropriate incentives and benefits.

3. Step to conclude effectiveness and continue refinement.

a) Throughout the guidance of the above steps, pilot projects and key points should be established. The Standing Committee should closely monitor, draw lessons, and promptly address deviations to avoid wasted effort. During this process, the Committee should continuously collect opinions from officers to refine guidance and provide timely explanations.

Guidance must be carried out continuously according to the approved schedule, not conducted in waves, sometimes launched enthusiastically and then left to languish, or performed merely for formality, lacking strict supervision and encouragement.

b) The monitoring of the effectiveness of applying the full job titles and standards of health sector officials to the organizational structure must be carried out strictly and accurately, starting from the common goal of effectiveness of each organization, to provide consistent guidance on evaluating the effectiveness of applying job titles and standards for each official, because the overall effectiveness of the entire system is the combined effectiveness of each official within it.

The effectiveness of applying the full job titles and standards is based on direct and indirect results of labor and management before and after applying job titles and standards. Such effectiveness includes various types such as improved awareness, organizational and design efficiency of the system, economic and technical efficiency, leadership and management efficiency, productivity and quality, etc., compared to before. All obtained efficiencies must have clear data and ensure accuracy.

c) After the application period of about six months, it is necessary to conduct a summary, propose additional measures, adjustments, and develop plans to continue improving the subsequent application of the unit. During the application process, suggestions for amendments and supplements to job titles or standards should be proposed to higher authorities.

d) Develop plans and requirements for training and enhancing the cadre workforce of all kinds.

đ) Propose planning and plans, regarding cadres and solutions for officials who cannot be assigned to job titles.

Based on effectively applying the job titles and standards of officials to the organizational structure, summarizing and adjusting them to reality, incorporating this work into the management contents of scientific labor organization fields in officials, serving as a basis for appointment, training, enhancement, establishment of staffing norms, staffing review, and continuous improvement of the organizational structure. At the same time, through this process, gradually implement salary based on labor and encourage productivity and quality in officials.

V - ORGANIZATION OF GRADUAL IMPLEMENTATION AND APPLICATION OF THE FULL JOB TITLES AND STANDARDS OF HEALTH SECTOR OFFICIALS INTO THE ORGANIZATIONAL STRUCTURE AT HEALTH CARE FACILITIES ACROSS THE ENTIRE SECTOR

Based on Decision No. 36-CP dated February 2, 1980 of the Council of Ministers and Directive No. 124-HĐBT dated November 7, 1983 of the Council of Ministers regarding the research, construction, and management of implementation of job titles and standards work.

1. The subcommittee on the list and standards of health sector officials is the advisory body to the Minister of Health, responsible for unified management and application of job titles and standards of officials in the medical and pharmaceutical sectors nationwide; at the same time, it is subject to general management of job titles and standards work by the State according to the regulations of the Chairman of the Council of Ministers.

2. Directors of provincial and municipal health departments under the central government, heads of public institutions, production and business units under the Ministry, and health departments of other sectors are responsible to the Minister of Health for the implementation of applying the full job titles and standards of health sector officials to the organizational structure. The personnel organization departments of these units undertake the permanent tasks for the advisory council assisting the head of the agency in job title and standard appraisal. The advisory council is established by the head of the agency according to point a of the preparatory stage specified in Part IV of this Circular.

3. Requirements for information, reporting, and connections. For agencies that have started applying the full job titles and standards of health sector officials to the organizational structure, from the date when the superior approves the plan, they must strictly maintain the reporting and information system as follows:

- When implementing the application of standards and full job titles to the organizational structure, there must be a dedicated officer or a permanent staff member assisting the Head to closely monitor the implementation process such as grasping the situation, correcting, adjusting, summarizing, ensuring compliance with all directives of this Circular.

- Each step of the application of job title and standard must report the results to the Ministry (the subcommittee on the list and standards of health sector officials at the Personnel Organization Department) and must obtain the consent of the subcommittee before proceeding to the next step.

- Officials when performing job titles and standards, the permanent staff for the advisory council assisting the head must strictly comply with the regulations on statistical data in the field of job titles and standards.

- Quarterly and annually, detailed reports on the application of job titles and standards of officials to the organizational structure of the unit must be submitted to the subcommittee on the list and standards of health sector officials.

- Organizing the application of job titles and standards of health sector officials to the organizational structure is a new initial effort to rectify organization, change management mechanisms, improve working methods, which will face many difficulties and complexities. If any unit encounters unclear issues, it should report to the Ministry for the Ministry to send officers down to assist or provide further guidance.

During the process of organizing the implementation and application of job titles and standards of officials to the organizational structure, if any unit finds missing job titles and standards or unclear issues requiring supplementation or amendment, they should reflect this to the Ministry in writing for the Ministry to consider and supplement when necessary. Units may not arbitrarily modify the content of this set of standards.