Decree No. 56/2015/NĐ-CP on Evaluation and Classification of Cadres, Civil Servants, and Public Officials

 DECREE

On the assessment and classification of cadres, civil servants, and public officials

On the basis of Law on Government Organization dated December 25, 2001;

On the basis of The Law on Cadres and Civil Servants dated November 13, 2008;

On the basis of Public Officer Law dated November 15, 2010;

At the request of the Minister of Home Affairs,

The Government issues this Decree on the assessment and classification of cadres, civil servants, and public officials.

PART I
GENERAL PROVISIONS

Article 1. Scope of Regulation and Applicability

This Decree stipulates the principles, grounds, contents, procedures, formalities, criteria, and authority for the annual assessment and classification of cadres, civil servants, and public officials, applicable to cadres, civil servants, and public officials as prescribed in the Law on Cadres and Civil Servants and the Law on Public Officials.

Article 2. Interpretation of Terms

1. The competent authority is an organization or person in charge who is granted the power to decide and manage positions and titles of cadres according to the cadre management hierarchy.

2. The head is a person elected, approved for appointment, or appointed to hold a leading position in Party agencies, State agencies, political-social organizations, and public service units, entrusted with direct management, utilization, assignment of tasks, and supervision of task implementation by civil servants and public officials.

Article 3. Principles of Assessment and Classification of Cadres, Civil Servants, and Public Officials

1. Ensuring appropriate authority: cadres are assessed by the competent authority managing them; civil servants and public officials are assessed by the heads of their agencies, organizations, or units. The level or individual conducting the assessment must simultaneously conduct the classification and bear responsibility for their decisions.

2. The assessment must be based on assigned responsibilities and duties and the results of duty performance. The assessment should clearly identify strengths, weaknesses, shortcomings, and limitations regarding the moral qualities, capabilities, and qualifications of cadres, civil servants, and public officials.

3. Ensuring objectivity, fairness, accuracy, and avoiding favoritism, persecution, bias, and superficiality.

4. The assessment and classification of leading and managerial cadres and civil servants must be based on the operational results of the agencies, organizations, or units they lead and manage; the assessment and classification of managerial public officials must be based on the operational results of the units they manage and oversee.

The degree of task completion by the head cannot exceed the degree of task completion by the agency, organization, or unit.

5. In cases where cadres, civil servants, and public officials fail to complete their tasks due to external factors or force majeure, such circumstances will be considered during the assessment and classification process.

Article 4. Grounds for Assessing Cadres, Civil Servants, and Public Officials

1. For cadres, the assessment grounds include:

a) Duties, ethics, communication culture, and actions that cadres are prohibited from undertaking as prescribed in the Law on Cadres and Civil Servants;

b) Position and title standards for cadres;

c) Annual work programs and plans of agencies, organizations, or units under their direct management or assigned, approved, or delegated by the competent authority.

2. For civil servants, the assessment grounds include:

a) Duties, ethics, communication culture, and actions that civil servants are prohibited from undertaking as prescribed in the Law on Cadres and Civil Servants;

b) Rank standards for civil servants and leadership and management positions;

c) Tasks according to the annual work program and plan assigned or delegated to organize and implement.

3. For public officials, the assessment grounds shall be implemented in accordance with Article 40 of the Law on Public Officials.

Article 5. Time for Evaluation and Classification of Officials, Civil Servants, and Public Employees

1. The evaluation and classification of officials, civil servants, and public employees shall be conducted annually.

When officials, civil servants, and public employees transfer to new positions, the new agency, organization, or unit shall be responsible for evaluating and classifying them in conjunction with comments from the previous agency, organization, or unit (in cases where they have worked there for six months or more).

2. The time for evaluating and classifying officials, civil servants, and public employees shall be carried out in December each year.

For public service units operating in education, training, and other fields that conclude their work year before December each year, the time for evaluating and classifying civil servants and public employees shall be determined by the head of the unit.

Article 6. Utilization of Evaluation Results for Officials, Civil Servants, and Public Employees

1. The evaluation results serve as important grounds for arranging, utilizing, training, fostering, upgrading job grade or rank, planning, appointing, dismissing, transferring, rotating, rewarding, disciplining, and implementing other policies concerning officials, civil servants, and public employees.

2. The evaluation and classification results of officials and civil servants shall be utilized according to the provisions of Clause 3, Article 29 and Clause 3, Article 58 of the Law on Officials and Civil Servants.

3. The evaluation and classification results of public employees shall be utilized according to the provisions of Point a, Clause 1, Article 29 of the Law on Public Employees.

Article 7. Notification of Evaluation and Classification Results and Preservation of Evaluation Documents for Officials, Civil Servants, and Public Employees

1. Notification of Evaluation and Classification Results for Officials, Civil Servants, and Public Employees

a) The evaluation and classification results for officials, civil servants, and public employees must be notified in writing to the officials, civil servants, and public employees within five working days from the date of conclusion by the person or authority having jurisdiction over the evaluation.

b) After receiving the notification of the evaluation and classification results for officials, civil servants, and public employees from the person or authority having jurisdiction, if the officials, civil servants, and public employees disagree with the evaluation conclusions, they have the right to appeal according to the laws on appeals.

2. Preservation of Evaluation Documents for Officials, Civil Servants, and Public Employees

The evaluation and classification results shall be recorded in writing and kept in the personnel files of officials, civil servants, and public employees, including:

a) Evaluation and classification form for officials (Form No. 01); Evaluation and classification form for civil servants (Form No. 02) and Evaluation and classification form for public employees (Form No. 03) attached as an appendix to this Decree;

b) Conclusions and written notifications about the evaluation and classification results of officials by the managing authority; complaint resolution files regarding the evaluation and classification results of officials (if any);

c) Conclusions and written notifications about the evaluation and classification results of civil servants and public employees by the heads of agencies, organizations, and units; complaint resolution files regarding the evaluation and classification results of civil servants and public employees (if any).

Chapter II
EVALUATION AND CLASSIFICATION OF OFFICIALS

Article 8. Content of Official Evaluation

The content of official evaluation shall be implemented according to the provisions of Clause 1, Article 28 of the Law on Officials and Civil Servants.

Article 9. Authority and Responsibility for Evaluating and Classifying Officials

The managing authority of officials shall conduct the evaluation and classification of officials according to the hierarchical management level of officials and shall be responsible for the results of the evaluation and classification of officials.

Article 10. Procedures and formalities for evaluating officials

The evaluation of officials shall be conducted as follows:

1. Officials prepare a self-assessment report on their work results according to their assigned responsibilities and tasks as per Section I of Model No. 01.

2. Officials present their self-assessment reports on their work results at meetings of the agency, organization, or unit for participants to provide comments. These comments are recorded in the minutes and approved at the meeting.

For officials responsible for multiple agencies, organizations, or units, the attendees include representatives from the Party committee, trade union, youth league, and heads of these agencies, organizations, and units.

For officials who directly head an agency, organization, or unit with constituent units, the attendees include representatives from the Party committee, trade union, youth league, and heads of the constituent units.

3. The Party committee at the same level where the official works provides written opinions on the evaluated and classified official.

4. The authority with jurisdiction considers the opinions from Paragraphs 2 and 3 of this Article, decides on the evaluation and classification of the official, and informs the official of the evaluation results in accordance with Point a, Clause 1, Article 7 of this Decree.

Article 11. Criteria for classifying officials as having excellently completed their tasks

Officials who meet all of the following criteria shall be classified as having excellently completed their tasks:

1. Always set a good example by strictly adhering to the Party's policies and State laws.

2. Possess good political qualities and morals; have a healthy lifestyle, proper conduct, and a disciplined work ethic.

3. Maintain discipline and order within the agency, organization, or unit; prevent any violations of discipline or law that require handling within their management scope.

4. Be dedicated and responsible in their work; dare to think, act, and take responsibility in organizing and implementing assigned tasks.

5. Lead and direct the agencies, organizations, or units or sectors they oversee to excellently complete assigned tasks.

6. Agencies, organizations, or units under their supervision complete 100% of their annual work program and plan tasks; excellently complete urgent tasks.

7. Lead and direct administrative reform, civil service system reform, and achieve good results, directly enhancing the effectiveness and efficiency of the agency, organization, or unit's operations or those of the sector they oversee.

8. Propose specific initiatives and solutions that are implemented, improving the effectiveness and efficiency of the agencies, organizations, or sectors they oversee, and recognized by the competent authority.

Article 12. Criteria for classifying officials as having satisfactorily completed their tasks

Officials who meet all of the following criteria shall be classified as having satisfactorily completed their tasks:

1. The criteria stipulated in Paragraphs 1, 2, 3, and 4 of Article 11 of this Decree.

2. Lead and direct the agencies, organizations, or units or sectors they oversee to satisfactorily complete assigned tasks.

3. Agencies, organizations, or units under their supervision complete 100% of their annual work program and plan tasks; satisfactorily complete urgent tasks.

4. Lead and direct administrative reform, civil service system reform, achieving results that enhance the effectiveness and efficiency of the agency, organization, or unit's operations or those of the sector they oversee.

Article 13. Criteria for classifying and evaluating officials at the level of completing tasks but with limitations in capacity

Officials who meet all the following criteria shall be classified and evaluated at the level of completing tasks but with limitations in capacity:

1. The criteria stipulated in Paragraphs 1, 2, 3, and 4 of Article 11 of this Decree.

2. Leading, directing, and managing agencies, organizations, units, or sectors, fields entrusted to complete assigned tasks.

3. Agencies, organizations, units entrusted to complete from 70% to less than 100% of tasks according to the annual program, plan; completing urgent tasks.

4. Leading, directing administrative reform, civil service system reform achieving results.

Article 14. Criteria for classifying and evaluating officials at the level of not completing tasks

Officials who have any of the following criteria shall be classified and evaluated at the level of not completing tasks:

1. Not implementing or violating the Party's guidelines, policies, or state laws, being severely criticized or disciplined according to regulations by competent authorities.

2. Violating discipline, rules, or work regulations of the agency, organization, unit.

3. Causing disunity in the agency, organization, unit entrusted to manage and being disciplined but not reaching the highest disciplinary form.

4. Leadership, direction, management of the entrusted agency, organization, unit being assessed as not completing tasks.

5. Leadership, direction, implementation of tasks having errors requiring corrective measures and a review before the agency, organization, unit.

6. The entrusted agency, organization, unit, sector completing less than 70% of tasks according to the annual program, plan.

7. Being directly related to negative practices, embezzlement, corruption, waste in the entrusted agency, organization, unit.

Chapter III
ASSESSMENT AND CLASSIFICATION OF CIVIL SERVANTS

Article 15. Content of Civil Servant Assessment

The content of civil servant assessment is carried out in accordance with Clause 1 and 2 of Article 56 of the Law on Cadres and Civil Servants.

Article 16. Authority and Responsibility for Assessing and Classifying Civil Servants

1. The direct head evaluates and classifies the deputy heads under their leadership and civil servants under their management, bearing responsibility for the assessment and classification results.

2. The assessment of the head of the agency, organization, unit is conducted by the direct superior head and bears responsibility for the assessment and classification results.

Article 17. Procedures and Formalities for Civil Servant Assessment

1. For the head and deputy heads of the agency, organization, unit.

a) The civil servant prepares a self-assessment report on work results according to assigned tasks in Section I of Form No. 02;

b) The civil servant presents the self-assessment report on work results at a meeting of the agency, organization, unit for participants to provide comments. Comments are recorded in the minutes and approved at the meeting;

For agencies, organizations, units with constituent units, participants include representatives of the party committee, trade union, youth league, and heads of constituent units;

For agencies, organizations, units without constituent units, participants include all civil servants and employees of the agency, organization, unit.

c) The party committee at the same level where the civil servant works provides written comments on the assessed and classified civil servant;

d) The head of the superior agency, organization, unit refers to the comments provided in Points b and c of this Clause, decides on the assessment and classification of the head;

The head of the agency, organization, unit refers to the comments provided in Points b and c of this Clause, decides on the assessment and classification of their deputies.

đ) The head of the agency, organization, unit referred to in Point d of this Clause informs the civil servant of the assessment and classification results according to Point a of Clause 1 of Article 7 of this Decree.

2. For non-leadership and management civil servants

a) The civil servant prepares a self-assessment report on work results according to assigned tasks in Section I of Form No. 02;

b) The civil servant presents the self-assessment report on work results at a meeting of the agency, organization, unit for participants to provide comments. Comments are recorded in the minutes and approved at the meeting;

c) The head of the agency, organization, unit refers to the comments provided in Point b of this Clause, decides on the assessment and classification of the civil servant; informs the civil servant of the assessment and classification results according to Point a of Clause 1 of Article 7 of this Decree.

3. For civil servants in public service units, the assessment is carried out according to the provisions of Clause 1 of this Article.

Article 18. Criteria for classifying and evaluating civil servants at the level of excellently fulfilling tasks

1. Civil servants not holding leadership or management positions who meet all of the following criteria shall be classified and evaluated at the level of excellently fulfilling tasks:

a) Always being exemplary, strictly implementing the Party's guidelines, policies, and State laws;

b) Having good political qualities and ethics; living a healthy lifestyle, strictly adhering to discipline and rules within the agency, organization, or unit; being dedicated and having a sense of responsibility in performing assigned tasks and duties;

c) Possessing professional competence and effectively collaborating with colleagues and related agencies and organizations during the performance of tasks and duties;

d) Demonstrating initiative and creativity in performing assigned tasks and duties;

đ) Maintaining appropriate attitudes and cultural behavior while performing tasks and duties; effectively preventing and combating arbitrary practices, harassment, difficulties, harassment, negativity, corruption, embezzlement, and waste;

e) Completing 100% of tasks according to the annual work program and plan, exceeding deadlines, with quality and effectiveness;

g) Timely completing urgent tasks with quality and effectiveness;

h) Having at least one scientific project, proposal, or innovation recognized by competent authorities and effectively applied in the agency, organization, or unit's activities;

2. Civil servants holding leadership or management positions who meet all of the following criteria shall be classified and evaluated at the level of excellently fulfilling tasks:

a) The criteria stipulated in Clause 1 of this Article;

b) The agency, organization, or unit under their leadership and management completes 100% of tasks according to the annual work program and plan; successfully completes urgent tasks;

c) Effectively leading, managing, and directing the completion of tasks ahead of schedule, with quality and effectiveness;

d) Possessing the ability to unite and build a cohesive and unified agency, organization, or unit;

Article 19. Criteria for classifying and evaluating civil servants at the level of satisfactorily fulfilling tasks

1. Civil servants not holding leadership or management positions who meet all of the following criteria shall be classified and evaluated at the level of satisfactorily fulfilling tasks:

a) The criteria stipulated at Points a, b, c, d, and đ of Clause 1 of Article 18 of this Decree;

b) Completing 100% of tasks according to the annual work program and plan, ensuring deadlines, quality, and effectiveness;

c) Completing urgent tasks;

2. Civil servants holding leadership or management positions who meet all of the following criteria shall be classified and evaluated at the level of satisfactorily fulfilling tasks:

a) The criteria stipulated in Clause 1 of this Article;

b) The agency, organization, or unit under their leadership and management completes 100% of assigned tasks according to the annual work program and plan; completes urgent tasks;

c) Effectively leading, managing, and directing the completion of tasks, ensuring deadlines, quality, and effectiveness;

d) Possessing the ability to build a cohesive and unified agency, organization, or unit;

Article 20. Criteria for classifying and evaluating civil servants at the level of fulfilling tasks but with limitations in capacity

1. Civil servants not holding leadership or management positions who meet the criteria stipulated at Points a and b of Clause 1 of Article 18 of this Decree and one of the following criteria shall be classified and evaluated at the level of fulfilling tasks but with limitations in capacity:

a) Completing from 70% to less than 100% of tasks according to the annual work program and plan;

b) Performing assigned tasks late in terms of deadlines;

c) Providing advice and proposals for solving issues that do not ensure quality as required by law or necessitate reprocessing by superiors;

d) Not maintaining appropriate attitudes and cultural behavior while performing tasks and duties;

đ) Showing signs of arbitrariness, harassment, causing difficulties, harassment, negativity, embezzlement, corruption, and waste while performing tasks and duties;

2. Civil servants in leadership or management positions who meet the criteria stipulated at Points a and b of Clause 1 of Article 18 of this Decree and one of the following criteria shall be classified and evaluated at the level of fulfilling tasks but with limitations in capacity:

a) The agency, organization, or unit under their leadership and management completes from 70% to less than 100% of tasks according to the annual work program and plan;

b) Leadership, guidance, and direction in completing tasks by the agency, organization, or unit are delayed in terms of deadlines;

c) Resolving issues by the agency, organization, or unit does not comply with legal regulations without causing consequences requiring corrective measures;

d) Leadership, management, and direction in completing tasks by the agency, organization, or unit do not ensure quality and effectiveness;

đ) The agency, organization, or unit under their leadership and management experiences a lack of unity.

Article 21. Criteria for classifying civil servants as not fulfilling their duties

1. Civil servants who do not hold leadership or management positions and meet one of the following criteria shall be classified as not fulfilling their duties:

a) Not implementing or violating the Party's guidelines, policies, or state laws, and being disciplined by competent authorities or handled according to regulations by competent authorities;

b) Violating discipline, rules, or work regulations of the agency, organization, or unit but not reaching the level to be disciplined with the highest form;

c) Not completing tasks commensurate with their current position;

d) Performing tasks or public services with errors requiring corrective measures;

đ) Causing division within the agency, organization, or unit;

e) Completing less than 70% of tasks according to the annual program or plan;

g) Engaging in arbitrary behavior, harassment, causing difficulties, harassment, corruption, embezzlement, waste, and being disciplined accordingly;

2. Civil servants holding leadership or management positions and meeting one of the following criteria shall be classified as not fulfilling their duties:

a) The criteria stipulated in Clause 1 of this Article;

b) Directly involved in corruption, embezzlement, bribery, or waste at agencies, organizations, or units under their responsibility and being handled according to the law;

c) Agencies, organizations, or units under their leadership and management complete less than 70% of tasks according to the annual program or plan;

d) Directing or organizing the implementation of tasks with errors requiring corrective measures;

đ) The agency, organization, or unit under their leadership and management experiences a lack of unity.

Chapter IV
ASSESSMENT AND CLASSIFICATION OF PUBLIC SERVANTS

Article 22. Content of Public Servant Assessment

The content of public servant assessment is carried out in accordance with Clause 1 and 2 of Article 41 of the Law on Public Servants.

Article 23. Authority and Responsibility for Assessing and Classifying Public Servants

Authority and responsibility for assessing and classifying public servants are implemented in accordance with Clause 1, 2, and 3 of Article 43 of the Law on Public Servants.

Article 24. Procedures and Formalities for Public Servant Assessment

The assessment of public servants is conducted as follows:

1. For heads and deputy heads of agencies and units

a) Public servants prepare self-assessment reports on their work results according to Task I of Model No. 03;

b) Public servants present their self-assessment reports on their work results at meetings of the agency or unit for participants to provide comments. These comments are recorded in the minutes and approved at the meeting;

For agencies and units with constituent units, the participants include representatives from the Party committee, trade union, youth league, and heads of constituent units.

For agencies and units without constituent units, the participants include all public servants and employees of the agency or unit.

c) The Party committee at the same level provides written opinions on the public servants being assessed and classified;

d) The head of the superior agency or unit refers to the opinions provided at Points b and c of this Clause, decides on the assessment and classification of the head;

The head of the agency or unit refers to the opinions provided at Points b and c of this Clause, decides on the assessment and classification of their deputies.

đ) The head of the agency or unit at Point d of this Clause informs the public servant of the assessment and classification results in accordance with Point a of Clause 1 of Article 7 of this Decree;

2. For public servants not holding management positions

a) Public servants prepare self-assessment reports on their work results according to Task I of Model No. 03;

b) Public servants present their self-assessment reports at meetings of the agency or unit for participants to provide comments. These comments are recorded in the minutes and approved at the meeting;

c) The head of the agency or unit or the person authorized to assess public servants refers to the opinions provided at Point b of this Clause, decides on the assessment and classification of the public servant;

The person authorized to assess public servants is responsible for the assessment and classification results of public servants before the head of the public service institution.

Article 25. Criteria for classifying and evaluating civil servants at the level of outstandingly fulfilling tasks

1. Civil servants not holding managerial positions who meet all of the following criteria shall be classified and evaluated at the level of outstandingly fulfilling tasks:

a) Possessing good professional competence and skills, completing 100% of work or tasks according to signed employment contracts, exceeding deadlines, with quality and effectiveness; strictly complying with job assignments from authorized persons; having a high sense of responsibility, being proactive and creative in performing assigned tasks;

b) Successfully completing urgent tasks;

c) Strictly implementing regulations on professional ethics, rules, and internal regulations of the agency or unit, anti-corruption regulations, thrift practices, and waste prevention; being passionate about their profession and dedicated to their work;

d) Seriously adhering to the code of conduct for civil servants, showing courteous and respectful behavior in serving and communicating with the public; fostering a spirit of unity, effective cooperation, and close coordination with colleagues and related agencies during the performance of tasks;

đ) Having at least one scientific project, proposal, research topic, or innovation that has been applied and proven effective in professional work, recognized by authorized authorities.

2. Civil servants in managerial positions who meet all of the following criteria shall be classified and evaluated at the level of outstandingly fulfilling tasks:

a) The criteria stipulated in Clause 1 of this Article;

b) Showing initiative and creativity in management and organizational work;

c) Implementing and effectively operating self-management and self-responsibility mechanisms for public service units in accordance with legal provisions;

d) The agency or unit under their management and direction completes 100% of work volume, exceeding deadlines, with quality and effectiveness.

Article 26. Criteria for classifying and evaluating civil servants at the level of satisfactorily fulfilling tasks

1. Civil servants not holding managerial positions who meet all of the following criteria shall be classified and evaluated at the level of satisfactorily fulfilling tasks:

a) Possessing good professional competence and skills, completing 100% of work or tasks according to signed employment contracts, ensuring deadlines, quality, and effectiveness; strictly complying with job assignments from authorized persons; having a sense of responsibility in performing assigned tasks;

b) The criteria stipulated in Points b, c, d, and đ Clause 1 Article 25 of this Decree.

2. Civil servants in managerial positions who meet all of the following criteria shall be classified and evaluated at the level of satisfactorily fulfilling tasks:

a) The criteria stipulated in Clause 1 of this Article, Point b and c Clause 2 Article 25 of this Decree;

b) The agency or unit under their management and direction completes 100% of work volume, ensuring deadlines, quality, and effectiveness.

Article 27. Criteria for classifying and evaluating civil servants at the level of fulfilling tasks

1. Civil servants not holding managerial positions who meet all of the following criteria shall be classified and evaluated at the level of fulfilling tasks:

a) Possessing good professional competence and skills, completing between 70% and less than 100% of work or tasks according to signed employment contracts, including some work delayed in deadlines, limited in quality and effectiveness; having a sense of responsibility in performing assigned tasks;

b) The criteria stipulated in Points b, c, d, and đ Clause 1 Article 25 of this Decree.

2. Civil servants in managerial positions who meet all of the following criteria shall be classified and evaluated at the level of fulfilling tasks:

a) The criteria stipulated in Clause 1 of this Article;

b) Seriously implementing self-management and self-responsibility mechanisms for public service units in accordance with legal provisions;

c) The agency or unit under their management and direction completes between 70% and less than 100% of work volume.

Article 28. Criteria for classifying and evaluating civil servants at the level of not fulfilling tasks

1. Civil servants who do not hold managerial positions and meet one of the following criteria shall be classified and evaluated at the level of not fulfilling tasks:

a) Completing less than 70% of work or tasks according to the signed labor contract;

b) Not strictly complying with job assignments from authorized persons; lacking a sense of responsibility in performing assigned tasks;

c) Performing work or tasks that do not meet requirements;

d) Violating professional procedures and regulations;

đ) Violating conduct rules and professional ethics of civil servants, causing inconvenience and harassment to the public to the extent requiring disciplinary action;

e) Engaging in behavior that divides internal unity, causing loss of solidarity within the agency or unit;

g) Lacking a spirit of cooperation with colleagues and related agencies during the performance of tasks, affecting the results of the unit's activities;

h) Violating discipline or laws during the performance of tasks to the extent requiring disciplinary action.

2. Civil servants holding managerial positions and meeting one of the following criteria shall be classified and evaluated at the level of not fulfilling tasks:

a) The criteria stipulated in Clause 1 of this Article;

b) Limited management and operation in implementing work, failing to achieve efficiency and not meeting work requirements;

c) Allowing disciplinary violations or law violations to occur to the extent requiring disciplinary action;

d) The agency or unit under their management and direction completing less than 70% of the workload.

Chapter V
IMPLEMENTING PROVISIONS

Article 29. Implementation Organization

1. Based on specific conditions of the agency, organization, or unit, the head of the agency, organization, or unit shall establish detailed criteria for evaluation and classification of cadres, civil servants, and civil servants; encouraging the application of information technology to ensure compliance with the provisions of this Decree.

2. The head of the agency managing cadres, civil servants, and civil servants is responsible for organizing the annual evaluation and classification of cadres, civil servants, and civil servants in accordance with this Decree and submitting reports on the results of the evaluation and classification of cadres, civil servants, and civil servants under their management to the Ministry of Home Affairs for consolidation before March 1st each year.

3. The Ministry of Home Affairs is responsible for monitoring, inspecting, consolidating, and reporting to the Government and the Prime Minister the results of the annual evaluation and classification of cadres, civil servants, and civil servants of ministries, sectors, and localities, and publicly announcing the results of the annual evaluation and classification of cadres, civil servants, and civil servants.

Article 30. Effective Date

1. This Decree takes effect from August 1, 2015.

2. Repeal Article 45 of Decree No. 24/2010/NĐ-CP dated March 15, 2010 of the Government on recruitment, use, and management of civil servants and Article 37 of Decree No. 29/2012/NĐ-CP dated April 12, 2012 of the Government on recruitment, use, and management of civil servants.

Article 31. Responsibility for Implementation

Ministers, heads of ministerial-level agencies, heads of government agencies, Chairpersons of provincial People's Committees directly under the central government, and relevant agencies, organizations, and individuals are responsible for implementing this Decree./.

ANNEX

MODEL EVALUATION AND CLASSIFICATION FORM FOR CADRES, CIVIL SERVANTS, AND CIVIL SERVANTS
(Annexed to Decree No. 56/2015/NĐ-CP dated June 9, 2015 of the Government on Evaluation and Classification of Cadres, Civil Servants, and Civil Servants)

1. Evaluation and Classification Form for Cadres (Form No. 01).

2. Evaluation and Classification Form for Civil Servants (Form No. 02).

3. Evaluation and Classification Form for Civil Servants (Form No. 03).

 

Form No. 01

 

EVALUATION AND CLASSIFICATION FORM FOR CADRES

Year 20...

Full name: …

Position, title: ...

Place of work: ...

Pay grade: ...

I. SELF-EVALUATION OF WORK RESULTS, MORAL TRAINING, AND SKILL DEVELOPMENT OF THE CANDIDATE

1. Compliance with Party guidelines, policies, and state laws:

.........................................................................................................................................

2. Political quality, moral character, lifestyle, working style, and conduct:

.........................................................................................................................................

3. Leadership, management, and organizational skills in carrying out tasks:

.........................................................................................................................................

4. Sense of responsibility in work:

.........................................................................................................................................

5. Results of assigned tasks:

.........................................................................................................................................

II. SELF-EVALUATION AND CLASSIFICATION BY THE CANDIDATE

1. Evaluation of strengths and weaknesses:

.........................................................................................................................................

.........................................................................................................................................

2. Classification and evaluation:

(Classification and evaluation according to one of four levels: Outstandingly fulfilled tasks; fulfilled tasks well; fulfilled tasks but with limitations in capacity; did not fulfill tasks)

.........................................................................................................................................

 

 

III. OPINION OF THE LEADERSHIP COLLECTIVE OF THE AGENCY WHERE THE CANDIDATE WORKS

.........................................................................................................................................

.........................................................................................................................................

 

IV. RESULTS OF THE EVALUATION AND CLASSIFICATION OF THE CANDIDATE BY THE AUTHORIZED LEVEL

1. Remarks on strengths and weaknesses:

.........................................................................................................................................

.........................................................................................................................................

2. Results of the evaluation and classification of the candidate:

(Classification and evaluation according to one of four types: Outstandingly fulfilled tasks; fulfilled tasks well; fulfilled tasks but with limitations in capacity; did not fulfill tasks).

.........................................................................................................................................

 

 

Form No. 02

 

EVALUATION AND CLASSIFICATION FORM FOR CIVIL SERVANTS

Year 20...

Full name: … 

Position, title: ...

Attended specialized training on... day... month... year:

Rank of civil servant: …Grade:…Pay grade: …

I. SELF-EVALUATION OF WORK RESULTS, MORAL TRAINING, AND SKILL DEVELOPMENT OF THE CIVIL SERVANT

1. Compliance with Party guidelines, policies, and state laws:

.......................................................................................................................................

2. Political quality, moral character, lifestyle, working style, and conduct:

.......................................................................................................................................

3. Professional competence and expertise:

.......................................................................................................................................

4. Progress and results of task completion:

.......................................................................................................................................

5. Sense of responsibility and cooperation in task completion:

.......................................................................................................................................

6. Attitude towards serving the people:

.......................................................................................................................................

PART SPECIFIC TO LEADERSHIP AND MANAGEMENT PUBLIC SERVANTS

7. Results of activities of the agency, organization, unit under leadership and management:

.......................................................................................................................................

8. Leadership and management capacity:

.......................................................................................................................................

9. Capacity to unite and foster solidarity among public servants:

.......................................................................................................................................

II. SELF-EVALUATION AND CLASSIFICATION BY THE PUBLIC SERVANT

1. Evaluation of strengths and weaknesses:

.......................................................................................................................................

.......................................................................................................................................

2. Classification and evaluation:

(Classification and evaluation according to one of four levels: Outstandingly fulfilled tasks; fulfilled tasks well; fulfilled tasks but with limitations in capacity; did not fulfill tasks)

.......................................................................................................................................

 

III. OPINION OF THE UNIT COLLECTIVE AND DIRECT SUPERVISORS OF THE PUBLIC SERVANT

1. Opinion of the unit collective where the public servant works:

.......................................................................................................................................

2. Observation of direct supervisors managing the public servant:

.......................................................................................................................................

 

IV. EVALUATION AND CLASSIFICATION RESULTS OF THE PUBLIC SERVANT BY THE AUTHORIZED LEVEL

1. Remarks on strengths and weaknesses:

.......................................................................................................................................

.......................................................................................................................................

2. Evaluation and classification results of the public servant:

(Classification and evaluation according to one of four levels: Outstandingly fulfilled tasks; fulfilled tasks well; fulfilled tasks but with limitations in capacity; did not fulfill tasks)

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Implementation Report of Production Projects of Supporting Industry Products Confirmed with Incentives

ASSESSMENT AND CLASSIFICATION FORM FOR FUNCTIONAL OFFICERS

Year 20...

Full name: …

Professional title: …

Attended specialized training on... day... month... year:

Rank of professional title: …Grade: …Pay scale factor: …

I. SELF-EVALUATION OF WORK PERFORMANCE, SELF-CULTIVATION, AND TRAINING OF THE FUNCTIONAL OFFICER:

1. Results of performing work or tasks according to signed employment contracts:

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2. Compliance with professional ethics regulations:

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3. Sense of responsibility, attitude towards serving the people, spirit of cooperation with colleagues, and compliance with conduct rules of functional officers:

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4. Fulfillment of other duties of functional officers:

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PART SPECIFIC TO MANAGEMENT FUNCTIONAL OFFICERS

5. Leadership, management, operational control, and organizational implementation capacity:

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6. Results of activities of the unit managed or responsible for:

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II. SELF-EVALUATION AND CLASSIFICATION BY THE FUNCTIONAL OFFICER

1. Evaluation of strengths and weaknesses:

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2. Classification and evaluation

(Classification and evaluation at one of the following four levels: Outstandingly completing tasks; satisfactorily completing tasks; completing tasks; failing to complete tasks)

 

III. OPINION OF THE UNIT COLLECTIVE AND DIRECT SUPERVISORS OF THE FUNCTIONAL OFFICER

1. Opinion of the unit collective where the functional officer works:

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2. Observation of direct supervisors managing the functional officer:

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IV. EVALUATION AND CLASSIFICATION RESULTS OF THE FUNCTIONAL OFFICER BY THE AUTHORIZED LEVEL

1. Remarks on strengths and weaknesses:

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2. Evaluation and classification results of the functional officer:

(Classification and evaluation at one of the following four levels: Outstandingly completing tasks; satisfactorily completing tasks; completing tasks; failing to complete tasks)

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