Decree No. 335/2025/NĐ-CP on the assessment and classification of quality for administrative state agencies and civil servants.

DECREE

Regulations on the assessment and classification of quality for administrative state agencies and civil servants

 administrative state agencies and civil servants

Pursuant to the Law on Government Organization No. 63/2025/QH15;

Pursuant to the Law on Local Administration Organization No. 72/2025/QH15;

Pursuant to the Law on Cadres and Civil Servants No. 80/2025/QH15;

||| Based on the proposal of the Minister of Home Affairs;

The Government promulgates this Decree on the assessment and classification of quality for administrative state agencies and civil servants.

PART I

GENERAL PROVISIONS

Article 1. Scope of Regulation

This Decree stipulates principles, criteria, authority, procedures, and processes for assessing and classifying the quality of administrative state agencies and civil servants within agencies of the Communist Party of Vietnam, State, Vietnam Fatherland Front, political-social organizations from central to commune levels.

Article 2. Applicability

1. This Decree applies to the following agencies, organizations, and units:

a) At the central level:

Bureaus, departments, offices, inspection bodies, and equivalent administrative organizations under ministries and ministerial-level agencies;

Regional agencies, bureaus, offices, inspections, sub-offices, and equivalent administrative organizations under bureaus and departments under ministries and ministerial-level agencies;

Rooms and teams under sub-offices and equivalent organizations under bureaus and departments under ministries and ministerial-level agencies.

b) At the local level:

Specialized agencies and other administrative organizations under provincial People's Committees;

Rooms and equivalent organizations under specialized agencies and other administrative organizations under provincial People's Committees;

Commune People's Committees;

Specialized agencies and other administrative organizations under commune People's Committees.

2. This Decree applies to civil servants in agencies of the Communist Party of Vietnam, State, Vietnam Fatherland Front, political-social organizations from central to commune levels.

3. The assessment and classification of quality for ministries, ministerial-level agencies, provincial People's Committees, and civil servants holding leadership positions managed by the Politburo shall be carried out according to the regulations of the competent authority.

4. This Decree does not apply to the assessment and classification of quality for agencies, organizations, and civil servants in the Vietnam People's Army, Vietnam People's Public Security Force, and confidential organizations.

Article 3. Explanation of Terms

In this Decree, the following terms are understood as follows:

1. The agency directly employing civil servants is a component unit of the employing agency, directly responsible for assigning tasks, arranging, monitoring, and evaluating the performance of duties and powers of civil servants within its scope of employment.

2. Assessing an organization refers to the act of the competent authority recording, confirming, and scoring administrative state agencies annually based on general evaluation criteria and results of task completion.

3. Classifying the quality of an organization involves the competent authority deciding the level of task completion of administrative state agencies based on annual assessment results.

4. Monitoring and evaluating civil servants entails the competent authority assigning tasks, recording, confirming, and scoring civil servants according to general evaluation criteria and results of task completion, conducted regularly and continuously monthly or quarterly.

5. Classifying the quality of civil servants involves the competent authority deciding the level of annual task completion of civil servants based on monthly or quarterly monitoring and evaluation results.

6. A standard product/task unit is a regular, common, quantifiable product/task performed repeatedly within the functional and task scope of the agency, organization, or unit; it is used to convert tasks linked to products/tasks into quantity, quality, and progress metrics for civil servants.

Article 4. Principles for assessing and classifying the quality of organizations and civil servants

1. Ensuring democracy, transparency, fairness, clarity, objectivity, within authority, responsibility, procedures, and processes; implementing in a thorough, continuous, multi-dimensional manner, with criteria and through specific products.

2. Applying science and technology, digital transformation in monitoring, assessing, and classifying the quality of organizations and civil servants.

3. The results of classifying organizations and civil servants are compiled from the assessment outcomes based on general criteria and criteria regarding the performance of tasks by organizations and civil servants; combining qualitative criteria with quantitative criteria, with particular emphasis on quantitative criteria concerning results and effectiveness in task execution.

4. The assessment and classification of the quality of organizations and civil servants must be subject to inspection and supervision; the classification must accurately reflect the actual level of task completion, verified, and consistent with assigned functions and tasks; re-evaluation and classification should be conducted if deficiencies are discovered, if the classification requirements are not met, or if there is dishonesty leading to inaccurate results.

5. Promoting decentralization and delegation of authority, emphasizing the responsibility of leaders in developing work plans and assigning tasks suitable for each organization and civil servant in line with objectives and work products; ensuring connectivity and consistency in personnel management.

Chapter II

QUALITY ASSESSMENT AND CLASSIFICATION OF ORGANIZATIONS

Article 5. Authority to recognize the results of quality assessment and classification of organizations

1. The Minister, Head of a ministerial-level agency recognizes the results of quality assessment and classification for bureaus, departments, and equivalent units under their jurisdiction.

2. The Chairman of the Provincial People's Committee recognizes the results of quality assessment and classification for commune-level People's Committees; specialized agencies and administrative organizations under the Provincial People's Committee.

3. The head of bureaus, departments, and equivalent units recognizes the results of quality assessment and classification for organizations under their jurisdiction.

4. The head of specialized agencies and administrative organizations under the Provincial People's Committee recognizes the results of quality assessment and classification for organizations under their jurisdiction.

5. The Chairman of the Commune People's Committee recognizes the results of quality assessment and classification for specialized agencies and administrative organizations under the Commune People's Committee.

Article 6. General Criteria

The general criteria are scored out of a maximum of 30 points (on a scale of 100 points), including:

1. Strict adherence to the Party's guidelines and policies, state policies and laws; implementation of directives and management from superiors; ability to build and implement strategic plans and development plans of the unit aligned with national, sectoral, and local goals; capability to identify and forecast development trends and proactively adapt to environmental changes.

2. Effectiveness in managing and utilizing civil servants according to job positions; building a professional, modern, transparent working environment that facilitates the full potential of civil servants; effectiveness in coordinating work and fostering internal unity; compliance with administrative discipline and service spirit among civil servants.

3. Results of implementing administrative reform measures, information technology application, and digital transformation in internal operations and public service provision; frequency of reviewing and improving work regulations and internal procedures to ensure efficient and effective operation; establishment and implementation of measures to address organizational, management, and internal procedural shortcomings identified through assessments, inspections, audits (if applicable).

Article 7. Criteria for the results of task implementation

1. The criteria for the results of task implementation shall be scored up to a maximum of 70 points (out of a scale of 100), including:

a) Results in institutionalizing the Party's guidelines and policies, and State laws into strategies, plans, programs, projects, and regulatory legal documents.

b) The ratio of completed tasks within the annual work program and any additional tasks.

c) Management and operational results of the organization; addressing institutional bottlenecks (if applicable); ensuring no errors in issuing policies or documents.

d) Collaboration with related agencies, coordinating cross-sectoral and cross-regional policies; having recognized innovative coordination models (if applicable).

đ) Results in digital transformation, simplifying administrative procedures, reducing time and costs for citizens and businesses; having specific effective innovations (if applicable).

e) Results in implementing science and technology policies and programs that significantly impact the effectiveness of agency operations.

g) Results in processing administrative files and procedures; the ratio of online file processing (if applicable).

h) Results in handling complaints, petitions, reflections, and suggestions from citizens and businesses (if applicable).

2. Based on the provisions of Clause 1 of this Article, ministries, ministerial-level agencies, and provincial People's Committees shall be responsible for specifying the criteria for the results of task implementation to apply uniformly within their jurisdiction.

Article 8. Quality Classification Levels for Organizations

1. Excellent Task Completion: Achieving 90 points or more, while meeting the following conditions:

a) Completing 100% of assigned tasks on time, ensuring quality and effectiveness, with at least 30% of tasks exceeding requirements.

b) No directly subordinate units (if any) being classified as failing to complete tasks.

c) Having addressed all limitations and shortcomings identified from previous evaluations or from inspection conclusions by competent authorities (if any).

2. Good Task Completion: Achieving between 70 and under 90 points, while completing 100% of assigned tasks on time, ensuring quality and effectiveness.

3. Task Completion: Achieving between 50 and under 70 points, while completing 100% of assigned tasks, with no more than 20% of tasks not meeting deadlines.

4. Failure to Complete Tasks: Obtaining a total score below 50 points or falling into one of the following situations:

a) Being concluded by a competent authority to have committed violations in cadre work, internal disunity, factionalism, seeking positions or power through improper means.

b) Completing less than 70% of tasks according to the annual plan. In cases where failure to complete tasks is due to force majeure, the competent authority will base its decision on the circumstances, nature of the tasks, results achieved, actions, degree of violation, consequences, causes, and other relevant factors to ensure objectivity, comprehensiveness, caution, and responsibility for the decision made according to the level of authority.

5. Proportion of Organizations Classified as Excellently Completing Tasks

a) The proportion of organizations classified as "Excellently Completing Tasks" shall not exceed 20% of the total number of organizations classified as "Good Task Completion" within the scope of management by the competent authority recognizing and classifying quality.

b) In cases where an organization has outstanding achievements, significant progress, and exceeds planned targets, bringing about substantial value and effectiveness, the competent authority may decide to set a higher proportion of organizations classified as "Excellently Completing Tasks" than specified in Point a of this Clause, but not exceeding 25% of the total number of organizations classified as "Good Task Completion".

Article 9. Procedures and formalities for assessing and classifying the quality of organizations

1. The assessment and classification of organizational quality shall be conducted annually. The assessment and classification period shall be carried out before December 15 each year, except in special cases as prescribed by the competent authority, which must be completed before January 15 of the following year.

The assessment and classification of the quality of subordinate organizations shall be conducted prior to the assessment and classification of superior organizations.

2. Procedures and formalities:

a) Agencies, organizations, and units shall conduct self-assessment and propose quality classification levels.

The head of the agency, organization, or unit shall organize self-assessment and propose the quality classification level of their own organization, then submit it to the authorized person for recognition of the quality classification.

In cases where there are complaints, reports, negative reflections, or signs of internal discord, the authorized person for recognizing the quality classification shall direct verification and investigation before making a decision on classification.

b) The results of the quality classification shall be notified to the assessed organization and relevant agencies.

Chapter III

FOLLOWING, ASSESSING, AND CLASSIFYING THE QUALITY OF CIVIL SERVANTS

Section 1

AUTHORITY, CRITERIA FOR FOLLOWING, ASSESSING, AND CLASSIFYING THE QUALITY OF CIVIL SERVANTS

QUALITY CLASSIFICATION OF CIVIL SERVANTS

Article 10. Authority and responsibility for monitoring, assessing, and classifying the quality of civil servants

1. Authority and responsibility for monitoring and assessing:

a) The head of the agency managing civil servants shall monitor and assess the heads of agencies using civil servants within their management scope.

b) The head of the agency using civil servants shall monitor and assess their deputies and civil servants within their usage scope; they shall also monitor and assess the heads of directly using agencies (if applicable).

c) The head of the directly using agency shall monitor and assess their deputies and civil servants within their usage scope.

2. Authority for classifying quality:

a) The head of the agency managing civil servants shall classify the quality of civil servants as specified in point a, Clause 1 of this Article.

b) The head of the agency using civil servants shall classify the quality of civil servants as specified in points b and c, Clause 1 of this Article.

Article 11. Special cases in monitoring, assessing, and classifying the quality of civil servants

1. Civil servants who have worked less than six months in a year shall not be classified in terms of quality, except as provided for in Clause 2 of this Article.

2. Civil servants who take leave without pay but ensure at least six months of working time; those on sick leave or maternity leave as stipulated by laws on social insurance shall have their annual quality classification result based on the actual working time of that year.

3. Civil servants subject to disciplinary action by the Party or administrative disciplinary action shall be assessed and classified as follows:

a) Civil servants who are disciplined by the Party or administratively due to ideological, moral, or lifestyle degradation, or violations related to official duties during the assessment year shall be classified as failing to complete tasks.

If a civil servant is simultaneously disciplined by the Party and administratively for the same violation, but neither decision takes effect in the same assessment year, only one year's assessment shall serve as the basis for classification.

b) If a civil servant has committed a violation and there is no disciplinary decision from the competent authority, but the violation was used as grounds for classification as failing to complete tasks in the assessment year, any subsequent disciplinary decision issued after the assessment year for that violation (if any) shall not be considered as grounds for classification in the year with the disciplinary decision.

c) If a civil servant has shortcomings or violations occurring in the previous organization but is disciplined and punished in the new organization transferred to, the results shall be included in the assessment and classification of the previous organization.

d) If a civil servant has shortcomings or violations occurring in both the previous and new organizations, and is disciplined and punished in both organizations, the form of punishment shall be included in the assessment and classification according to the time when the violation was identified in each organization.

Article 12. Criteria for monitoring, evaluating, and classifying the quality of civil servants

1. The monitoring, evaluation, and classification of the quality of civil servants shall be based on general criteria and criteria regarding the results of performing tasks.

2. General criteria are scored out of a maximum of 30 points (on a scale of 100), including:

a) Political integrity, moral character, cultural conduct in public service, and discipline in performing public duties.

b) Professional competence and vocational skills according to the requirements of the position; ability to meet the requirements of assigned tasks; sense of responsibility in performing public duties; attitude towards serving the people and businesses, and cooperation with colleagues.

c) Capacity for innovation, creativity, courage to think, act, and take responsibility for the common good in performing public duties.

3. Criteria regarding the results of performing tasks are scored out of a maximum of 70 points (on a scale of 100). The methods and ways to determine the points for the criteria assessing the results of performing tasks are stipulated in Articles 13, 14, 15, and 16 of this Decree.

Section 2

MONITORING AND EVALUATING CIVIL SERVANTS

Article 13. Methods for determining criteria for evaluating the results of performing tasks

1. The head of the agency using civil servants or the head of the agency directly using civil servants:

a) Statistically compile or organize the compilation of tasks linked to products/work outputs completed within one year; based on that, review and eliminate overlapping tasks linked to products/work outputs without clear outcomes (if any), classify them into a maximum of five groups according to the complexity level of the positions, and compile them into a List of Tasks Linked to Products/Work Outputs of their unit (hereinafter referred to as the List of Products/Work Outputs).

b) Based on the List of Products/Work Outputs at point a of this clause, analyze and propose Standard Units of Products/Work Outputs of their unit.

c) Based on the Standard Units of Products/Work Outputs, propose converting the unit of tasks linked to products/work outputs of their unit into standard units of products/work outputs, and compile them into a List of Converted Products/Work Outputs.

d) Send the List of Products/Work Outputs, Standard Units of Products/Work Outputs, and List of Converted Products/Work Outputs to the agency responsible for organizational and personnel matters.

2. The agency responsible for organizational and personnel matters of the civil servant management agency:

Compile Lists of Products/Work Outputs, Standard Units of Products/Work Outputs, and Lists of Converted Products/Work Outputs from subordinate units; review and eliminate overlapping products/work outputs; standardize them into Lists of Products/Work Outputs, Standard Units of Products/Work Outputs, and Lists of Converted Products/Work Outputs applicable throughout the agency, and submit them for approval by the authorized head of the agency managing civil servants.

3. In cases where new tasks linked to products/work outputs not included in the decided List of Products/Work Outputs arise, the head of the agency using civil servants or the head of the agency directly using civil servants shall have the responsibility to report to the competent authority for decision-making to supplement them appropriately.

Article 14. Evaluating the criteria for the results of performing tasks for civil servants

1. The evaluation of the criteria for the results of performing tasks for civil servants is based on comparing the quantity of completed products/work outputs (converted) with the quantity of assigned products/work outputs (converted) monthly or quarterly.

2. The results of performing tasks are assessed through the quantity, quality, and progress of products/work outputs:

a) Quantity: Determined by the percentage score between the quantity of completed products/work outputs (converted) and the quantity of assigned products/work outputs (converted) within the month or quarter.

b) Quality: Determined by the percentage score between the quantity of completed products/work outputs meeting quality requirements (converted) compared to the quantity of assigned products/work outputs (converted) within the month or quarter. In cases of significant errors affecting the quality of products/work outputs, each time the assessment is unsatisfactory, 25% of the quality score of that product/work output will be deducted, except when the error is due to objective reasons confirmed by the competent authority.

c) Progress: Determined by the percentage score between the quantity of completed products/work outputs meeting the progress requirement (converted) compared to the quantity of assigned products/work outputs (converted) within the month or quarter. In cases of delay, 25% of the progress score of that product/work output will be deducted each time it is late, except when the delay is due to objective reasons confirmed by the competent authority.

Article 15. Evaluation criteria for the results of task performance for civil servants holding leadership and management positions

1. The evaluation of the criteria for the results of task performance for civil servants holding leadership and management positions shall be based on comparing the quantity of products/work completed (converted) with the quantity of products/work assigned (converted) in a month or quarter, including:

a) Directly assigned tasks.

b) Tasks related to directing, managing, organizing the implementation of tasks, guiding, inspecting, supervising, and resolving difficulties within the scope of functions and responsibilities related to the products/work assigned to manage.

2. The results of the assigned tasks performed by civil servants holding leadership and management positions shall be determined through quantity, quality, and progress as specified in Clause 2, Article 14 of this Decree.

3. In addition to the criteria for the results of task performance under Clause 1 of this Article, civil servants holding leadership and management positions who are heads of agencies, organizations, or units shall also be evaluated according to the following criteria:

a) Results of activities of the agency, organization, or unit:

If all civil servants under their authority have tracking and evaluation scores at levels corresponding to the quality classification of completing tasks or higher, they will be considered to have achieved a ratio score of 100%.

If there is a civil servant under their authority with a tracking and evaluation score at a level corresponding to the quality classification of not completing tasks, they will be considered to have achieved a ratio score of 50%.

b) Ability to organize and implement tasks:

If the unit completes all assigned tasks according to the plan on time, ensuring quality, and has innovative ideas or effective organizational measures, it will be considered to have achieved a ratio score of 100%.

If during the evaluation period, there are persistent shortcomings, delays, or limitations in implementing programs or work plans, it will be considered to have achieved a ratio score of 50%.

c) Capacity to unite and mobilize civil servants under their management:

If the unit maintains a cooperative working environment among individuals and departments, it will be considered to have achieved a ratio score of 100%.

If during the evaluation period, there are persistent complaints, grievances, or suggestions regarding internal conflicts or lack of unity, it will be considered to have achieved a ratio score of 50%.

4. In addition to the criteria for the results of task performance under Clause 1 of this Article, civil servants holding deputy leadership positions shall be evaluated according to the criteria under Clause 3 of this Article within the scope of tasks and fields they are responsible for.

Article 16. Method for Determining Points for Task Performance Criteria

1. The points for the criteria for the results of task performance for civil servants not holding leadership and management positions in a month or quarter shall be calculated using the following formula:

Where:

a is the percentage ratio point for the quantity of task performance results as stipulated in Point a, Clause 2, Article 14 of this Decree.

b is the percentage ratio point for the quality of task performance results as stipulated in Point b, Clause 2, Article 14 of this Decree.

c is the percentage ratio point for the progress of task performance results as stipulated in Point c, Clause 2, Article 14 of this Decree.

2. The points for the results of task performance for civil servants holding leadership and management positions in a month or quarter shall be calculated using the following formula:

Where:

a is the percentage ratio point for the quantity of task performance results as stipulated in Point a, Clause 2, Article 14 of this Decree.

b is the percentage ratio point for the quality of task performance results as stipulated in Point b, Clause 2, Article 14 of this Decree.

c is the percentage ratio point for the progress of task performance results as stipulated in Point c, Clause 2, Article 14 of this Decree.

d is the percentage ratio point for the results of activities in the field of leadership and management, responsibility as stipulated in Point a, Clause 3, Article 15 of this Decree.

đ is the percentage ratio point for the ability to organize and implement tasks as stipulated in Point b, Clause 3, Article 15 of this Decree.

e is the percentage ratio point for the capacity to unite and mobilize civil servants under their management as stipulated in Point c, Clause 3, Article 15 of this Decree.

Article 17. Compilation of Results of Monitoring and Evaluating Civil Servants

1. The results of monitoring and evaluating civil servants for a month or quarter are determined by the total points of general criteria and the points of result criteria for performing tasks of the civil servant.

2. Civil servants shall self-assess the number of points achieved for a month or quarter according to Model No. 01 attached at Appendix II issued together with this Decree, and submit it to the competent authority responsible for monitoring, evaluating, commenting, and confirming.

3. Monthly or quarterly monitoring and evaluation results shall be notified to the civil servants and sent back to the organizational and personnel advisory department of the competent authority responsible for monitoring and classifying the quality of civil servants for compilation, serving the purpose of quarterly (by average points of three months), six-month (by average points of six months) and annual quality classification (by average points of twelve months, except for cases stipulated in Clause 2, Article 11 of this Decree).

Article 18. Procedures for Monitoring and Evaluating Civil Servants

1. Assignment of Tasks:

a) Based on the functions and tasks of the agency, organization, unit and work plan (monthly, quarterly, annually), the head of the agency using civil servants or the head of the agency directly using civil servants shall be responsible for assigning and entrusting tasks to civil servants within their management scope in accordance with their job positions and the Product/Task List already specified in Article 13 of this Decree.

b) Assigned tasks must be specific, with clear requirements regarding the results of products/tasks (converted into standard product/task units), completion deadlines serving as the basis for civil servants to implement and monitor.

c) For products/tasks that can be converted into multiple standard product/task units and implemented over a long period or require group collaboration, the head of the agency using civil servants or the head of the agency directly using civil servants shall be responsible for assigning and entrusting tasks linked to specific output results within the total number of standard product/task units for relevant civil servants to provide a basis for monitoring and evaluation.

d) Task assignment for civil servants must comply with the following principles:

Each civil servant in the agency, organization, or unit must be assigned specific tasks in terms of quantity, quality, and progress corresponding to their job position.

If a civil servant lacks the ability to complete tasks in terms of quantity, quality, and progress, they must immediately report to the task assigner to have another civil servant take over; such task will still be counted in the total assigned tasks but will not be included in the completion results of the result criteria for performing tasks.

A civil servant who takes over additional tasks from another civil servant shall have these tasks counted outside the initial total assigned tasks and will be added to the points of the result criteria for performing tasks.

A civil servant who is assigned urgent or newly emerging tasks outside the plan (monthly, quarterly, annually) shall have these tasks counted outside the initial total assigned tasks and will be added to the points of the result criteria for performing tasks.

2. Implementation of Tasks and Self-Assessment:

Civil servants are responsible for fully implementing assigned tasks ensuring quantity, quality, and progress, while updating the results of task implementation into the civil servant monitoring and evaluation software and self-scoring the points achieved for general criteria monthly or quarterly as prescribed in Appendix I attached to this Decree.

3. The compilation of results of monitoring and evaluation criteria for civil servants shall be carried out in accordance with the provisions of Article 17 of this Decree.

Section 3

QUALITY CLASSIFICATION OF CIVIL SERVANTS

Article 19. Time for Quality Classification of Civil Servants

1. The quality classification of civil servants shall be conducted annually. For civil servants who change jobs, the new agency, organization, or unit where they work at the time of quality classification shall be responsible for implementing it. The previous agency, organization, or unit shall be responsible for sending monthly and quarterly monitoring and evaluation results of the civil servant to the new agency, organization, or unit as a basis for calculating average points and final annual quality classification.

2. The time for quality classification of civil servants shall be carried out before December 15 each year, prior to conducting the assessment and classification of party members' quality and the annual summary of competition and commendation activities of the agency, organization, or unit.

For agencies, organizations, or units with special characteristics according to their functions and tasks that have not been summarized at the end of the year, the directly superior authority with jurisdiction shall stipulate and guide the completion before January 15 of the following year.

3. In cases where civil servants are absent for legitimate reasons or on sick leave or maternity leave as prescribed by law at the time of quality classification, the classification shall be based on the total points monitored and evaluated during the actual working period within the year.

Article 20. Levels of Quality Classification of Civil Servants

1. Outstandingly Fulfilling Duties: Achieving 90 points or more.

2. Well Fulfilling Duties: Achieving from 70 points up to less than 90 points.

3. Fulfilling Duties: Achieving from 50 points up to less than 70 points.

4. Not Fulfilling Duties: Belonging to one of the following cases:

a) Having monitoring and evaluation results below 50 points.

b) Being concluded by the competent authority to have signs of ideological, moral, and lifestyle degradation, "self-evolution," "self-transformation"; violating prohibitions for party members; failing to set a good example, adversely affecting personal and organizational reputation.

c) Committing acts related to official duties that are disciplined with a warning or higher penalty during the evaluation year.

d) The agency, organization, or unit under direct management being involved in embezzlement, corruption, waste, and being processed according to the law (for civil servants holding leadership positions).

5. Proportion of Outstandingly Fulfilling Duties for Civil Servants

a) The proportion of civil servants classified as "Outstandingly Fulfilling Duties" shall not exceed 20% of the total number of civil servants classified as "Well Fulfilling Duties" within the same agency, organization, or unit and among groups of civil servants with similar duties.

b) In cases where the organization has outstanding achievements, creating positive changes, completing assigned tasks beyond plans, bringing about practical value and effectiveness, the competent authority may decide a higher proportion of civil servants outstandingly fulfilling duties, but not exceeding 25% of the total number of civil servants classified as "Well Fulfilling Duties."

6. The level of quality classification of the head of an organization shall not be higher than the level of quality classification of that organization.

Article 21. Procedures and Formalities for Quality Classification of Civil Servants

1. For civil servants who are heads of agencies, organizations, or units:

a) The civil servant prepares the Quality Classification Form according to Model No. 02 attached as Appendix II to this Decree.

b) Review and evaluate the civil servant

Organize a meeting at the agency, organization, or unit where the civil servant works to review and evaluate the civil servant.

Participants in the meeting include all civil servants of the agency, organization, or unit.

If the agency, organization, or unit has constituent units, participants include the leadership collective of the agency, organization, or unit, representatives of the Party committee, and heads of constituent units; for large-scale agencies, organizations, or units, heads of constituent units may provide opinions in writing.

The civil servant presents a self-assessment report of their work performance at the meeting, participants contribute their opinions, which must be recorded in the minutes and approved at the meeting.

c) Solicit comments and evaluations from the Party committee of the agency, organization, or unit where the civil servant works.

d) Consider and decide the level of quality classification of the civil servant

The personnel organization advisory body of the competent authority shall consolidate the comments and evaluations specified in points b and c of this clause and the annual monitoring and evaluation points, propose the level of quality classification for the civil servant.

The competent authority decides the level of quality classification for the civil servant.

đ) The competent authority classifies the quality of the civil servant and notifies the civil servant in writing and publicly announces the results of the quality classification; determines the form of public announcement within the agency, organization, or unit where the civil servant works, prioritizing electronic media.

2. For deputy heads and civil servants under the management of the head:

a) The civil servant prepares the Quality Classification Form according to Model No. 02 attached as Appendix II to this Decree.

b) Review and evaluate the civil servant

Organize a meeting at the agency, organization, or unit where the civil servant works to review and evaluate the civil servant.

Participants in the meeting include all civil servants of the agency, organization, or unit or all civil servants of the constituent unit where the civil servant works if the agency, organization, or unit has constituent units.

If the civil servant is a deputy head of an agency, organization, or unit with constituent units, participants include the leadership collective of the agency, organization, or unit, representatives of the Party committee, and heads of constituent units; for large-scale agencies, organizations, or units, heads of constituent units may provide opinions in writing.

The civil servant presents a self-assessment report of their work performance at the meeting, participants contribute their opinions, which must be recorded in the minutes and approved at the meeting.

c) Solicit comments and evaluations from the Party committee of the agency, organization, or unit where the civil servant works regarding the deputy head.

d) Consider and decide the evaluation and classification of the quality of the civil servant

For civil servants who are deputy heads, the head of the agency, organization, or unit bases the decision on the comments and evaluations specified in points b and c of this clause, the annual monitoring and evaluation points to determine the level of quality classification for the civil servant.

For civil servants under the management of the head, the head of the agency, organization, or unit shall decide on the quality ranking level for the civil servant based on the opinions from the meeting to review and assess as stipulated in point b of this clause and the annual monitoring and assessment results.

d) The competent authority conducting the assessment shall notify the civil servant in writing and publicly announce within the agency, organization, or unit where the civil servant works about the assessment and quality ranking results; determine the form of public announcement within the agency, organization, or unit where the civil servant works, prioritizing electronic environment announcements.

3. In cases where a civil servant has been ranked but later discovered to have deficiencies, does not meet the quality ranking criteria, or lacks honesty leading to inaccurate results, the head of the civil servant's managing agency shall issue a new quality ranking decision to replace the previously issued decision.

Article 22. Handling of Petitions

After receiving the notification of the assessment and quality ranking results, if a civil servant disagrees with the assessment and quality ranking conclusions, they have the right to petition. The authority responsible for assessing and ranking the civil servant must resolve the petition within seven working days from the date of receipt of the petition.

Article 23. Utilization of Monitoring, Assessment, and Quality Ranking Results for Civil Servants

Within their jurisdiction, the managing agencies and using agencies of civil servants shall utilize the monitoring, assessment, and quality ranking results for civil servants as follows:

1. Quarterly monitoring and assessment results of civil servants shall be used as a basis:

a) To handle or report to the competent authority for consideration and handling any issues or inadequacies in the organizational and operational activities of the agency, organization, or unit.

b) To promptly identify and address any shortcomings or limitations in the performance of duties by civil servants.

c) To propose measures to improve the quality of civil service performance by civil servants.

d) To serve as a basis for determining additional income and annual bonus payments from the annual bonus fund of the agency, organization, or unit (if applicable).

2. Six-month monitoring and assessment results of civil servants shall be used as a basis:

a) To evaluate compliance and implementation of tasks and duties; addressing issues arising in the month or quarter.

b) To review task assignments and the organization of task implementation within the unit.

c) To consider job placement and changes in job positions suitable to the capabilities of civil servants.

d) To serve as a basis for determining additional income and annual bonus payments from the annual bonus fund of the agency, organization, or unit (if applicable).

3. Annual quality ranking results of civil servants shall be used as a basis:

a) To assess and rank the quality of party members.

b) To propose tasks and solutions to leverage strengths, overcome weaknesses and deficiencies to consolidate and enhance leadership and management capabilities of collective leadership bodies of agencies, organizations, and units.

c) To arrange, utilize, train, develop, plan, appoint, dismiss, transfer, reassign, detail, commend, reward, discipline, implement other policies for civil servants.

d) To consider placing civil servants in higher-level job positions if there are suitable positions matching their expertise and fulfilling the requirements of those positions.

đ) To consider placing civil servants in lower-level job positions or terminating their employment for cases where they are ranked at a level of failing to complete tasks or not meeting task requirements.

e) To serve as a basis for determining additional income and annual bonus payments from the annual bonus fund of the agency, organization, or unit (if applicable).

Article 24. Retention of Quality Assessment Documents for Civil Servants

1. The results of quality assessment and classification documents shall be retained in electronic form.

2. Electronic quality classification documents for civil servants include:

a) Minutes of the annual quality classification meeting.

b) Monthly or quarterly monitoring and evaluation forms for civil servants.

c) Annual quality classification forms for civil servants.

d) Comments from the working-level Party Committee (if applicable).

đ) Files for handling complaints regarding the monitoring and evaluation results of civil servants' quality (if applicable).

e) Other related documents (if applicable).

3. The documents specified in Clause 2 of this Article shall be converted from paper to electronic form in accordance with the provisions of the law on electronic transactions.

Chapter IV

IMPLEMENTING PROVISIONS

Article 25. Funding Implementation

The funding for building software for monitoring and evaluating civil servants and implementing this Decree shall be guaranteed by the state budget and other legitimate sources of funding as prescribed by law.

Article 26. Implementation

1. Ministries, ministerial-level agencies, People's Committees of provinces and centrally governed cities shall be responsible for:

a) Directing, guiding, establishing, and promulgating specific criteria for assessing and classifying the quality of organizations under their management; common criteria and performance result criteria for civil servants, including: Product/Task List, Standard Product/Task Unit, and Product/Task Conversion List of the agency, to be completed no later than June 30, 2026.

b) Organizing the monthly or quarterly monitoring and evaluation of civil servants, and the quality classification of organizations and civil servants within their management scope, ensuring compliance with the principles, criteria, authority, procedures, and formalities stipulated in this Decree; proactively researching additional methods of monitoring and evaluating civil servants that are suitable for the specific nature of work and conditions of the agency, organization, or unit (if applicable).

c) Timely reviewing, adjusting, and updating the Product/Task List in cases of changes in functions, tasks, workload, or job positions.

d) Building the software for monitoring and evaluating civil servants as prescribed in this Decree and connecting it to the operational management software, document management system, and task assignment system of the agency, organization, or unit to ensure comprehensive data synchronization for the purpose of civil servant quality assessment and classification. Results of monthly or quarterly monitoring and evaluation, and annual quality classification results shall be updated and synchronized into the National Database on Cadres, Civil Servants, and Public Officials no later than five days after the results are available.

đ) Regularly or urgently reporting implementation outcomes, difficulties, and issues encountered during the process to the Ministry of Home Affairs for tracking and summarizing reports to the Government and the Prime Minister.

e) Directing agencies, organizations, and units under their management to establish and promulgate Regulations on Additional Income and Bonuses from the Annual Bonus Fund of the agency, organization, or unit, linked to monthly or quarterly monitoring and evaluation and annual quality classification.

2. The Ministry of Finance shall be responsible for guiding the provision of funding for building software for monitoring and evaluating civil servants and implementing the provisions of this Decree.

3. The Ministry of Home Affairs shall be responsible for:

a) Guiding, urging, and inspecting the implementation of this Decree; regularly reporting to the Government and the Prime Minister the annual quality classification results of organizations and civil servants of ministries, sectors, and localities.

b) Monitoring, reviewing, and summarizing difficulties and issues arising during the implementation process to report promptly to the Government and the Prime Minister for timely adjustment as appropriate.

Article 27. Effective Date

1. This Decree shall take effect from January 1, 2026.

2. Abolish the provisions on the assessment and classification of quality for civil servants in Decree No. 90/2020/NĐ-CP dated August 13, 2020 of the Government on the assessment and classification of quality for cadres, civil servants, and public officials (amended and supplemented by Decree No. 48/2023/NĐ-CP dated July 17, 2023).

Article 28. Provisions on Implementation

1. The Standing Committee of the National Assembly, the President's Office, the Chief Justice of the Supreme People's Court, the Prosecutor General of the Supreme People's Procuracy, and the State Auditor General shall decide on the application of the provisions of this Decree to agencies and administrative machinery under their management.

2. Party organizations of the Communist Party of Vietnam, state agencies, the Vietnam Fatherland Front, and political-social organizations from central to commune levels shall decide on the application of the provisions of this Decree for monitoring, evaluating, and classifying the quality of work performance of employees under labor contracts within their management scope in accordance with job characteristics.

Article 29. Responsibility for Implementation

Ministers, Heads of ministerial-level agencies, Chairpersons of provincial and centrally-administered city People's Committees, and related organizations and individuals are responsible for implementing this Decree.