Decree No. 90/2020/NĐ-CP on the evaluation and classification of cadres, civil servants, and public officials

DECREE

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

||| Pursuant to the Law on Organization of the Government dated June 19, 2015;

Pursuant to the Law on Public Officials and Civil Servants dated November 13, 2008;

Pursuant to the Civil Servant Law dated November 15, 2010;

Pursuant to the Law Amending and Supplementing Certain Provisions of the Civil Servants and Public Officials Law and the Public Service Staff Law dated November 25, 2019;

At the request of the Minister of Home Affairs,

The Government promulgates the Decree on the assessment and classification of quality for cadres,

PART I

GENERAL PROVISIONS

Article 1. Scope of Regulation and Applicability

This Decree stipulates the principles, criteria, authority, procedures, and formalities for annual quality assessment and classification for cadres, civil servants, and public officials.

Article 2. Principles of Assessment and Classification of Quality for Cadres, Civil Servants, and Public Officials

1. Ensuring objectivity, fairness, accuracy; without hesitation, persecution, favoritism, or formalism; ensuring compliance with management and evaluation authorities for cadres, civil servants, and public officials.

2. The assessment and classification of quality must be based on assigned responsibilities and tasks and their results, demonstrated through specific work and products; for leading and managing cadres, civil servants, and public officials, it must also be linked to the results of the tasks of the agencies, organizations, or units they manage or oversee.

3. Cadres, civil servants, and public officials who have worked less than six months in a year shall not undergo quality assessment and classification but must still conduct a self-assessment of their work during that period, except in cases of maternity leave.

Cadres, civil servants, and public officials who are absent from work for three to less than six months in a year according to the law shall still undergo assessment but shall not be classified at levels of successfully completing tasks or higher.

For cadres, civil servants, and public officials on maternity leave according to the law, the quality classification result for the year will be based on the actual working time of that year.

Article 3. General Criteria for the Assessment and Classification of Quality for Cadres, Civil Servants, and Public Officials

1. Political Ideology

a) Adhering to the policies, guidelines, regulations of the Party, state policies, laws, and organizational and disciplinary principles of the Party, especially the principle of democratic centralism, self-criticism, and criticism;

b) Having firm political views and principles; being steadfast in stance; not wavering in the face of difficulties and challenges;

c) Prioritizing the interests of the Party, the nation, the people, and the collective over personal interests;

d) Being conscious of studying, learning, and applying Marxism-Leninism, Ho Chi Minh's thoughts, resolutions, directives, decisions, and Party documents.

2. Morality and Lifestyle

a) Not engaging in embezzlement, corruption, laziness, waste, bureaucracy, opportunism, personal gain, arrogance, or abuse of power; not showing signs of moral and lifestyle degeneration, self-evolution, or self-transformation;

b) Being honest, modest, sincere, clean, and simple;

c) Promoting unity and building clean and strong agencies, organizations, and units;

d) Not allowing relatives or acquaintances to exploit one’s position or authority for personal gain.

3. Work Style and Method

a) Being responsible for work; dynamic, creative, daring to think and act, flexible in executing tasks;

b) Employing scientific, democratic methods of work, adhering to principles;

c) Demonstrating a sense of responsibility and cooperation in performing tasks;

d) Maintaining appropriate attitudes and professional conduct and work styles that meet the requirements of public service culture.

4. Organizational Discipline Awareness

a) Complying with organizational assignments;

b) Implementing regulations, rules, and internal regulations of the agency, organization, or unit where one works;

c) Declaring and publicly disclosing assets and income as required;

d) Reporting fully, truthfully, and providing accurate, objective information about matters related to assigned responsibilities and tasks and the activities of the agency, organization, or unit when requested by superiors.

5. Results of Performing Assigned Responsibilities and Tasks

a) For leading and managing cadres, civil servants, and public officials:

Implementing the policies and guidelines of the Party and state laws at the agency, organization, or unit;

Maintaining discipline and order within the agency, organization, or unit; preventing violations of discipline and law that require handling, prolonged complaints and accusations; preventing and combating corruption and waste within the agency, organization, or unit;

Leading, directing, organizing inspections, audits, supervision, and resolution of complaints and accusations within the scope of authority; directing and implementing administrative reform, civil service system reform at the agency, organization, or unit;

Developing annual activity programs and plans for the agency, organization, or unit under management or oversight, clearly defining the results of achieving targets and tasks, quantified by specific products.

b) For non-leading and managing civil servants and public officials;

The results of performing tasks as stipulated by law, according to planned schedules or specific assignments; the volume, progress, and quality of task performance;

Attitude towards serving the people and businesses for positions directly interacting with or resolving issues for citizens and businesses.

Chapter II
QUALITY CLASSIFICATION CRITERIA
FOR CADRES, CIVIL SERVANTS, AND PUBLIC OFFICIALS

Section 1
QUALITY CLASSIFICATION CRITERIA FOR CADRES

Article 4. Criteria for classifying the quality level of officials at the outstanding performance level

Officials who meet all of the following criteria shall be classified at the outstanding performance level:

1. Fulfilling all the provisions set forth in Clause 1, Clause 2, Clause 3, Clause 4, and Point a of Clause 5 of Article 3 of this Decree.

2. All criteria regarding the results of performing tasks as prescribed by law, according to the plan proposed, or according to specific tasks assigned are completed on schedule, ensuring quality and high efficiency.

3. Leading, directing, and managing agencies, organizations, units, or sectors, fields of work under their responsibility complete all targets and tasks, with at least 50% of these targets and tasks exceeding expectations.

4. All agencies, organizations, units under their direct authority and management are evaluated as completing tasks at the minimum level or higher, with at least 70% being evaluated as completing tasks well or exceptionally.

Article 5. Criteria for classifying the quality level of officials at the good performance level

Officials who meet all of the following criteria shall be classified at the good performance level:

1. Meeting the criteria stipulated in Clause 1, Clause 2, Clause 3, Clause 4, and Point a of Clause 5 of Article 3 of this Decree.

2. All criteria regarding the results of performing tasks as prescribed by law, according to the plan proposed, or according to specific tasks assigned are completed on schedule, ensuring quality and efficiency.

3. Leading, directing, and managing agencies, organizations, units, or sectors, fields of work under their responsibility complete all targets and tasks, with at least 80% of these targets and tasks being completed on schedule and ensuring quality.

4. All agencies, organizations, units under their direct authority and management are evaluated as completing tasks at the minimum level or higher.

Article 6. Criteria for classifying the quality level of officials at the satisfactory performance level

Officials who meet all of the following criteria shall be classified at the satisfactory performance level:

1. Meeting the criteria stipulated in Clause 1, Clause 2, Clause 3, Clause 4, and Point a of Clause 5 of Article 3 of this Decree.

2. All criteria regarding the results of performing tasks as prescribed by law, according to the plan proposed, or according to specific tasks assigned are completed, with no more than 20% of these criteria not ensuring quality, schedule, or low efficiency.

3. Leading, directing, and managing agencies, organizations, units, or sectors, fields of work under their responsibility complete over 70% of the targets and tasks.

4. At least 70% of the agencies, organizations, units under their direct authority and management are evaluated as completing tasks at the minimum level or higher.

Article 7. Criteria for classifying the quality level of officials at the unsatisfactory performance level

Officials who meet any of the following criteria shall be classified at the unsatisfactory performance level:

1. Showing signs of ideological, moral, and lifestyle degradation, self-evolution, and self-transformation as assessed by the competent authority.

2. More than 50% of the criteria regarding the results of performing tasks as prescribed by law, according to the plan proposed, or according to specific tasks assigned do not ensure schedule, quality, or efficiency.

3. The agency, organization, unit, or sector, field of work under their responsibility completes less than 50% of the targets and tasks.

4. The agency, organization, unit under their direct authority and management is involved in embezzlement, corruption, waste, and is subject to legal proceedings.

5. Engaging in violations during the execution of tasks that result in disciplinary action within the evaluation year.

Section 2
CRITERIA FOR CLASSIFYING THE QUALITY LEVEL OF CIVIL SERVANTS

Article 8. Criteria for classifying civil servants' quality at the level of excellently completing tasks

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

a) Fulfilling well the provisions set out in Clause 1, Clause 2, Clause 3, and Clause 4 of Article 3 of this Decree;

b) Completing 100% of tasks as prescribed by law, according to plans or specific tasks assigned, ensuring timely completion, high quality, and effectiveness, with at least 50% of tasks exceeding targets.

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

a) Fulfilling well the provisions set out in Clause 1, Clause 2, Clause 3, Clause 4, and point a of Clause 5 of Article 3 of this Decree;

b) All criteria regarding the results of task completion as prescribed by law, according to plans or specific tasks assigned are completed on time, ensuring quality and high effectiveness;

c) Leading, directing, and managing agencies, organizations, units, or sectors/fields under their responsibility to complete all indicators and tasks, with at least 50% of indicators and tasks exceeding targets;

d) 100% of agencies, organizations, units under their direct authority and management are evaluated as having completed tasks or better, with at least 70% being rated as having completed tasks well or excellently.

Article 9. Criteria for classifying civil servants' quality at the level of well completing tasks

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

a) Meeting the criteria stipulated in Clause 1, Clause 2, Clause 3, and Clause 4 of Article 3 of this Decree;

b) Completing 100% of tasks as prescribed by law, according to plans or specific tasks assigned on time, ensuring quality and effectiveness.

2. Civil servants holding leadership or management positions who meet all the following criteria shall be classified at the level of well completing tasks:

a) Meeting the criteria stipulated in Clause 1, Clause 2, Clause 3, Clause 4, and point a of Clause 5 of Article 3 of this Decree;

b) All criteria regarding the results of task completion as prescribed by law, according to plans or specific tasks assigned are completed on time, ensuring quality and effectiveness;

c) Leading, directing, and managing agencies, organizations, units, or sectors/fields under their responsibility to complete all indicators and tasks, with at least 80% completed on time, ensuring quality;

d) 100% of agencies, organizations, units under their direct authority and management are evaluated as having completed tasks or better.

Article 10. Criteria for classifying civil servants' quality at the level of completing tasks

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

a) Meeting the criteria stipulated in Clause 1, Clause 2, Clause 3, and Clause 4 of Article 3 of this Decree;

b) All criteria regarding the results of task completion as prescribed by law, according to plans or specific tasks assigned are completed, with no more than 20% of criteria not ensuring quality, timely completion, or low effectiveness.

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

a) Meeting the criteria stipulated in Clause 1, Clause 2, Clause 3, Clause 4, and point a of Clause 5 of Article 3 of this Decree;

b) All criteria regarding the results of task completion as prescribed by law, according to plans or specific tasks assigned are completed, with no more than 20% of criteria not ensuring quality, timely completion, or low effectiveness;

c) Leading, directing, and managing agencies, organizations, units, or sectors/fields under their responsibility to complete over 70% of indicators and tasks;

d) At least 70% of agencies, organizations, units under their direct authority and management are evaluated as having completed tasks or better.

Article 11. Criteria for classifying civil servants at the level of not fulfilling tasks

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

a) Showing signs of ideological, moral, and lifestyle degradation, self-evolution, and self-transformation according to the assessment of the competent authority;

b) More than 50% of the criteria regarding the results of performing tasks as prescribed by law, as planned, or as assigned specifically have not ensured progress, quality, and effectiveness;

c) Engaging in behavior violating regulations during the performance of duties and being disciplined within the year of evaluation.

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

a) Showing signs of ideological, moral, and lifestyle degradation, self-evolution, and self-transformation according to the assessment of the competent authority;

b) More than 50% of the criteria regarding the results of performing tasks as prescribed by law, as planned, or as assigned specifically have not ensured progress, quality, and effectiveness;

c) The agency, organization, unit, or field of work under their responsibility completes less than 50% of the targets and tasks;

d) Agencies, organizations, units under their direct authority and management are involved in embezzlement, corruption, waste, and are subject to legal sanctions;

đ) Engaging in behavior violating regulations during the performance of duties and being disciplined within the year of evaluation.

Section 3
CLASSIFICATION CRITERIA
QUALITY OF CIVIL SERVANTS

Article 12. Criteria for classifying the quality of civil servants at the level of excellently fulfilling tasks

1. Non-management civil servants who achieve all of the following criteria shall be classified at the level of excellently fulfilling tasks:

a) Fulfilling well the provisions set out in Clause 1, Clause 2, Clause 3, and Clause 4 of Article 3 of this Decree;

b) Completing 100% of tasks according to the signed labor contract, as planned, or as specifically assigned, ensuring timely progress, high quality, and effectiveness, with at least 50% of tasks exceeding expectations.

2. Management civil servants who achieve all of the following criteria shall be classified at the level of excellently fulfilling tasks:

a) Fulfilling well the provisions set out in Clause 1, Clause 2, Clause 3, Clause 4, and point a of Clause 5 of Article 3 of this Decree;

b) All criteria regarding the results of performing tasks according to the signed labor contract, as planned, or as specifically assigned are completed on time, ensuring high quality and effectiveness;

c) The unit or field of work under their responsibility completes all targets and tasks, with at least 50% exceeding expectations;

d) 100% of units under their direct authority and management are evaluated as completing tasks or better, with at least 70% completing tasks well or excellently.

Article 13. Criteria for classifying the quality of civil servants at the level of well fulfilling tasks

1. Non-management civil servants who achieve all of the following criteria shall be classified at the level of well fulfilling tasks:

a) Meeting the criteria stipulated in Clause 1, Clause 2, Clause 3, and Clause 4 of Article 3 of this Decree;

b) Completing 100% of tasks according to the signed labor contract, as planned, or as specifically assigned, ensuring timely progress, quality, and effectiveness.

2. Management civil servants who achieve all of the following criteria shall be classified at the level of well fulfilling tasks:

a) Meeting the criteria stipulated in Clause 1, Clause 2, Clause 3, Clause 4, and point a of Clause 5 of Article 3 of this Decree;

b) All criteria regarding the results of performing tasks according to the signed labor contract, as planned, or as specifically assigned are completed on time, ensuring quality and effectiveness;

c) The unit or field of work under their responsibility completes all targets and tasks, with at least 80% completing on time and ensuring quality;

d) 100% of units under their direct authority and management are evaluated as completing tasks or better, with at least 70% completing tasks well or excellently.

Article 14. Criteria for classifying the quality level of civil servants at the level of completing tasks

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

a) Meeting the criteria stipulated in Clause 1, Clause 2, Clause 3, and Clause 4 of Article 3 of this Decree;

b) All criteria regarding the results of performing tasks according to signed labor contracts, plans set forth, or specific tasks assigned are completed, including no more than 20% of criteria that have not ensured quality, progress, or low efficiency.

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

a) Meeting the criteria stipulated in Clause 1, Clause 2, Clause 3, Clause 4, and point a of Clause 5 of Article 3 of this Decree;

b) All criteria regarding the results of performing tasks according to signed labor contracts, plans set forth, or specific tasks assigned are completed, including no more than 20% of criteria that have not ensured quality, progress, or low efficiency;

c) The unit or field of work under their responsibility completes over 70% of targets and tasks;

d) At least 70% of units under their direct authority and management are evaluated as having completed tasks or better.

Article 15. Criteria for classifying the quality level of civil servants at the level of not completing tasks

1. Civil servants not holding managerial positions who meet any of the following criteria shall be classified at the level of not completing tasks:

a) Showing signs of ideological, moral, and lifestyle degradation, self-evolution, and self-transformation according to the assessment of the competent authority;

b) More than 50% of criteria regarding the results of performing tasks according to signed labor contracts, plans set forth, or specific tasks assigned have not ensured progress, quality, or efficiency;

c) Engaging in behavior violating regulations during the performance of duties and being disciplined within the year of evaluation.

2. Civil servants in managerial positions who meet any of the following criteria shall be classified at the level of not completing tasks:

a) Showing signs of ideological, moral, and lifestyle degradation, self-evolution, and self-transformation according to the assessment of the competent authority;

b) More than 50% of criteria regarding the results of performing tasks according to signed labor contracts, plans set forth, or specific tasks assigned have not ensured progress, quality, or efficiency;

c) The unit or field of work under their responsibility completes less than 50% of targets and tasks.

d) Units under their direct authority and management are related to embezzlement, corruption, waste, and are subject to legal sanctions.

đ) Engaging in behavior violating regulations during the performance of duties and being disciplined within the year of evaluation.

Chapter III
AUTHORITY, PROCEDURES, FORMALITIES, TIME LIMITS,
USE OF ASSESSMENT RESULTS, STORAGE OF ASSESSMENT DOCUMENTS,
QUALITY CLASSIFICATION OF CIVIL SERVANTS,
CIVIL SERVANTS, OFFICIALS

Article 16. Authority to assess and classify the quality level of cadres, civil servants, and civil servants

1. For cadres

The authority managing cadres at the appropriate level implements the assessment and classification of the quality level of cadres according to the cadre management hierarchy.

2. For civil servants

a) The assessment and classification of the quality level of heads of agencies, organizations, and units are carried out by the head of the directly supervising agency.

b) The assessment and classification of the quality level of deputy heads and civil servants under the management of the head of the agency using such civil servants are carried out by the head of the agency.

3. For civil servants

The authority and responsibility for assessing and classifying the quality level of civil servants are implemented according to the provisions of Clause 1, Clause 2, and Clause 3 of Article 43 of the Civil Servant Law.

Article 17. Procedures and formalities for assessing and classifying the quality level of cadres

The procedures and formalities for assessing and classifying the quality level of cadres are carried out in the following steps:

1. Self-assessment and classification of cadres

Cadres prepare a self-assessment report, determine the level of classification of the results of their work according to their responsibilities and tasks assigned, using Model No. 01 attached to this Decree.

2. Evaluation and assessment of cadres

a) Organize a meeting of the leadership team of the agency or organization where the cadre works to evaluate and assess the cadre. The cadre presents their self-assessment report on the results of their work at the meeting, participants contribute opinions which must be recorded in the minutes and approved at the meeting.

b) The authority managing cadres decides to seek opinions on evaluation and assessment from agencies, organizations, and units under the direct leadership and management of the evaluated cadre.

3. Solicit opinions on evaluation and assessment from the Party committee at the same level where the cadre works.

4. Consideration and decision on evaluation and classification of the quality level of cadres

The advisory body on cadre affairs of the cadre management agency compiles opinions on evaluation and assessment according to the provisions of Clause 2 and Clause 3 of this Article and relevant documents (if any), proposes the content of the evaluation and the level of classification of the quality level for the cadre.

The authority managing cadres considers and decides on the evaluation and classification of the quality level for the cadre.

5. Notification of the results of evaluation and classification of the quality level of cadres

The authority managing cadres notifies the cadre in writing and publicly announces the results of the evaluation and classification of the quality level within the agency, organization, or unit where the cadre works; decides on the form of public announcement within the agency, organization, or unit where the cadre works, prioritizing electronic media for public announcements.

Article 18. Procedures and formalities for assessing and classifying the quality of civil servants

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

a) Self-assessment and classification of quality by civil servants

Civil servants prepare self-assessment reports, receive classification levels of work results according to their assigned responsibilities and tasks based on Model No. 02 attached 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.

In cases where agencies, organizations, or units have constituent units, the participants include the leadership collective of the agency, organization, or unit, representatives of the Party committee, trade union, and youth league at the same level, 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 evaluation and classification of the quality of the civil servant

The personnel advisory body of the competent authority aggregates comments and assessments as stipulated in points b and c of this clause and related documents (if any), proposes the content of the assessment and quality classification levels for civil servants.

The competent authority decides on the assessment and classification of the quality of civil servants.

d) The competent authority that assesses civil servants notifies the civil servants in writing and publicly announces the assessment and classification results; 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) Self-assessment and classification of quality by civil servants

Civil servants prepare self-assessment reports on work results according to assigned tasks based on Model No. 02 attached 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.

In cases where civil servants are deputy heads of agencies, organizations, or units with constituent units, the participants include the leadership collective of the agency, organization, or unit, representatives of the Party committee, trade union, and youth league at the same level, 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 deputies to the head, the head of the agency, organization, or unit bases decisions on the comments and assessments as stipulated in points b and c of this clause and related documents (if any) to determine the content of the assessment and quality classification levels for civil servants.

For civil servants under the management of the head, the head of the agency, organization, or unit bases decisions on the comments and assessments from the meeting as stipulated in point b of this clause to determine the content of the assessment and quality classification levels for civil servants.

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

Article 19. Procedures and formalities for assessing and classifying the quality of civil service employees

1. For civil service employees who are heads and deputies to the head:

a) Self-assessment and classification of quality by civil service employees

Civil service employees prepare self-assessment reports, classification levels of work results according to assigned responsibilities and tasks based on Model No. 03 attached to this Decree.

b) Comments and assessment of civil service employees

Organize a meeting at the unit where the civil service employee works to comment and assess the civil service employee. Participants in the meeting include all civil service employees of the unit.

In cases where the unit has constituent units, the participants include the leadership collective of the unit, representatives of the Party committee, trade union, and youth league at the same level, and heads of constituent units; for large-scale units, heads of constituent units may provide opinions in writing.

The civil service employee presents the self-assessment report on work results at the meeting, participants contribute opinions which must be recorded in the minutes and approved at the meeting.

c) Solicit comments and assessments from the Party committee of the unit where the civil service employee works.

d) Review and decide on the assessment and classification of the quality of civil service employees

The personnel advisory body of the competent authority aggregates comments and assessments as stipulated in points b and c of this clause and related documents (if any), proposes the content of the assessment and quality classification levels for civil service employees.

The competent authority decides on the assessment and classification of the quality of civil service employees.

d) The competent authority that assesses and classifies the quality of civil service employees notifies the civil service employee in writing about the assessment and classification results; determines the form of public announcement within the agency, organization, or unit where the civil service employee works, prioritizing electronic media.

2. For civil service employees not holding managerial positions:

a) Self-assessment and classification of quality by civil service employees

Civil service employees prepare self-assessment reports on work results according to assigned tasks based on Model No. 03 attached to this Decree.

b) Comments and assessment of civil service employees

Organize a meeting at the unit where the civil service employee works to comment and assess the civil service employee.

Participants in the meeting include all civil service employees of the unit or all civil service employees of the constituent unit where the civil service employee works if the unit has constituent units.

The civil service employee presents the self-assessment report on work results at the meeting, participants contribute opinions which must be recorded in the minutes and approved at the meeting.

c) Review and decide on the assessment and classification of the quality of civil service employees

The competent authority that assesses and classifies the quality bases decisions on the comments and assessments from the meeting as stipulated in point b of this clause to determine the content of the assessment and quality classification levels for civil service employees.

d) The competent authority that assesses and classifies the quality of civil service employees notifies the civil service employee in writing and publicly announces the assessment and classification results of the civil service employee within the agency, organization, or unit where the civil service employee works; determines the form of public announcement within the agency, organization, or unit where the civil service employee works, prioritizing electronic media.

Article 20. Time for Evaluation and Classification of Annual Quality for Officials, Civil Servants, and Public Employees

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

For officials, civil servants, and public employees who change their workplace, the new agency, organization, or unit shall be responsible for evaluating and classifying their quality. In cases where they have worked at the previous agency, organization, or unit for six months or more, their assessment must be combined with the comments from the previous agency, organization, or unit, except when such entities no longer exist.

2. The time for evaluating and classifying the quality of officials, civil servants, and public employees shall be carried out before December 15th each year, prior to the evaluation and classification of party members' quality and the annual summary of work performance appraisal and commendation activities of the agency, organization, or unit.

For public service units operating in education, training fields, and other fields that end their working year before December each year, the head of the public service unit shall determine the time for evaluating and classifying the quality of public employees.

3. At the time of evaluation and classification, in cases of justified absence or sick leave, maternity leave according to the law, officials, civil servants, and public employees shall be responsible for preparing self-assessment reports on their work results based on assigned responsibilities and tasks, to be submitted to the current agency, organization, or unit for evaluation and classification according to this Decree.

Based on Clause 1 and Clause 2 of this Article and the specific characteristics of the agency, organization, or unit, the leadership collective of the agency, organization, or unit shall coordinate with the same-level Party Committee regarding the organization of meetings for evaluation and classification within their own agency, organization, or unit, ensuring seriousness, effectiveness, avoiding formalism, and wastefulness.

Article 21. Utilization of Evaluation Results for Officials, Civil Servants, and Public Employees

The evaluation and classification results of officials, civil servants, and public employees serve as the basis for arranging, utilizing, training, enhancing, upgrading job grade or rank, planning, appointing, dismissing, transferring, rotating, assigning, rewarding, disciplining, evaluating and classifying the quality of party members, and implementing other policies for officials, civil servants, and public employees.

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

1. Minutes of the meeting for comments and evaluations;

2. Forms for evaluating and classifying the quality of officials, civil servants, and public employees;

3. Comments from the Party Committee at the place of work (if applicable);

4. Conclusions and notifications in writing about the evaluation and classification results of officials, civil servants, and public employees by the competent authority;

5. Files for handling complaints about the evaluation and classification results of officials, civil servants, and public employees (if applicable);

6. Other related documents (if applicable).

PART IV

IMPLEMENTATION PROVISIONS

Article 23. Implementation Organization

1. Based on the specific conditions of the agency, organization, or unit, the head of the agency, organization, or unit managing civil servants and public employees shall issue or instruct the heads of agencies, organizations, or units using civil servants and public employees to issue regulations on evaluation appropriate to the characteristics of their own agency, organization, or unit.

The content of the regulations must clearly define specific products linked to each job position, criteria for assessing quality and efficiency, timing for evaluation quarterly, monthly, or weekly (if applicable); criteria for determining the percentage completion rate of tasks; criteria for evaluating and classifying the quality of officials, civil servants, and public employees, taking into account the proportion of workload completed by officials, civil servants, and public employees compared to the total workload of the agency, organization, or unit; encourage the application of information technology for the evaluation and classification of officials, civil servants, and public employees, ensuring compliance with the provisions of this Decree.

The evaluation and classification of quality for personnel working in confidential organizations shall be carried out in accordance with the laws on confidentiality and not contrary to the principles of evaluating and classifying officials set by the competent authority.

2. The evaluation results of previous years before 2020 shall be continuously applied to relevant regulations concerning officials, civil servants, and public employees.

3. The head of the agency managing officials, civil servants, and public employees shall be responsible for organizing the annual evaluation and classification of quality for officials, civil servants, and public employees according to this Decree; they shall be responsible for the quantity and quality of the evaluation and classification work and submit a report on the evaluation and classification results of officials, civil servants, and public employees under their management to the Ministry of Home Affairs for consolidation before March 1st each year.

4. The Ministry of Home Affairs shall be responsible for monitoring, inspecting, consolidating, and reporting to the Government and the Prime Minister the annual evaluation and classification results of officials, civil servants, and public employees of ministries, sectors, and localities, and publicly announcing the consolidated results of the annual evaluation and classification of officials, civil servants, and public employees.

Article 24. Handling of Petitions

After receiving the notification of the quality assessment and classification results, if civil servants, public officials, and employees disagree with the assessment and classification conclusions, they have the right to petition. The handling of petitions shall be resolved by the person authorized to conduct the assessment and classification.

Article 25. Effective Date

1. This Decree takes effect from August 20, 2020.

2. Abolish the following Decrees:

a) Decree No. 56/2015/NĐ-CP dated June 9, 2015 of the Government stipulating the assessment and classification of civil servants, public officials, and employees;

b) Decree No. 88/2017/NĐ-CP dated July 27, 2017 of the Government amending and supplementing certain articles of Decree No. 56/2015/NĐ-CP dated June 9, 2015 of the Government stipulating the assessment and classification of civil servants, public officials, and employees.

Article 26. Responsibility for Implementation

Ministers, Heads of ministerial-level agencies, Heads of government-affiliated agencies, Chairpersons of provincial and centrally-run city People's Committees, and relevant organizations and individuals are responsible for implementing this Decree./.

Form No. 01

SOCIALIST REPUBLIC OF VIET NAM

Independence - Freedom - Happiness

-----------------------------

QUALITY ASSESSMENT AND CLASSIFICATION FORM FOR STAFF
Year …

1. ASSESSMENT RESULTS

1. Political Ideology:

2. Morality and Lifestyle:

3. Work Style and Discipline:

4. Organizational Discipline Awareness:

5. Results of Performing Assigned Duties:

Activity Results of the Agency, Organization, or Unit Led, Managed, or Supervised (Specify the content of work performed; completion ratio, quality, and progress of work):

Leadership and Management Capacity:

Capacity for Unity and Teamwork:

II. SELF-ASSESSMENT AND QUALITY CLASSIFICATION

1. Self-Assessment of Strengths and Weaknesses:

I am a 25-year-old software engineer with a passion for building innovative products. I have a strong background in Java, Python, and JavaScript, and I am currently working on a project involving machine learning and natural language processing. I am looking for a new opportunity where I can apply my skills and contribute to a team that values creativity and collaboration.

2. Self-Classification of Quality:

I

(Excellently completed tasks; well-completed tasks; completed tasks; did not complete tasks).

..., date..., month..., year...

III. ASSESSMENT AND QUALITY CLASSIFICATION RESULTS FOR STAFF (For the authorized assessment level)

1. Assessment of Strengths and Weaknesses:

2. Assessment and Quality Classification Results:

(Excellently completed tasks; well-completed tasks; completed tasks; did not complete tasks).

3. Prospects for Development of Staff:

(Signature, full name)

Form No. 02

SOCIALIST REPUBLIC OF VIET NAM

Independence - Freedom - Happiness

-----------------------------

QUALITY ASSESSMENT AND CLASSIFICATION FORM FOR CIVIL SERVANTS
Year …

1. ASSESSMENT RESULTS

1. Political Ideology:

3. Work Style and Discipline:

5. Results of Performing Assigned Duties (Specify the content of work performed; completion ratio, quality, and progress of work):

6. Attitude towards Serving the People and Enterprises (For positions directly interacting with or directly resolving people's and enterprises' affairs):

SPECIFIC TO LEADING AND MANAGING CIVIL SERVANTS

7. Activity Results of the Agency, Organization, or Unit Led, Managed, or Supervised (Specify the content of work performed; completion ratio, quality, and progress of work):

8. Leadership and Management Capacity:

9. Capacity for Unity and Teamwork

I

II. SELF-ASSESSMENT AND QUALITY CLASSIFICATION

1. Self-Assessment of Strengths and Weaknesses:

2. Self-Classification of Quality:

I

(Excellently completed tasks; well-completed tasks; completed tasks; did not complete tasks).

..., day...month...year...

(For the user at the head unit request (if applicable))

THE ASSESSOR

(Signature, full name)

IV. ASSESSMENT AND QUALITY CLASSIFICATION RESULTS FOR CIVIL SERVANTS (For the authorized assessment level)

1. Assessment of Strengths and Weaknesses:

2. Assessment and Quality Classification Results:

(Excellently completed tasks; well-completed tasks; completed tasks; did not complete tasks).

3. Prospects for Development of Staff:

(Signature, full name)

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

SOCIALIST REPUBLIC OF VIET NAM

Independence - Freedom - Happiness

-----------------------------

QUALITY ASSESSMENT AND CLASSIFICATION FORM FOR PUBLIC OFFICIALS

I. SELF-ASSESSMENT RESULTS

1. Political Ideology

5. Results of Performing Assigned Duties (Specify the content of work performed; completion ratio, quality, and progress of work):

6. Attitude towards Serving the People and Enterprises (For positions directly interacting with or directly resolving people's and enterprises' affairs):

SPECIFIC TO MANAGING PUBLIC OFFICIALS

7. Activity Results of the Agency, Organization, or Unit Managed or Supervised:

8. Leadership and Management Capacity:

9. Capacity for Unity and Teamwork:

II. SELF-ASSESSMENT AND QUALITY CLASSIFICATION

1. Self-Assessment of Strengths and Weaknesses:

2. Self-Classification of Quality:

(Excellently completed tasks; well-completed tasks; completed tasks; did not complete tasks).

,,,, day...month...year...SELF-ASSESSOR

III. OPINION ON ASSESSMENT AND QUALIFICATION OF THE DEPUTY HEAD OF THE STATE ENTERPRISE UNIT

IV. ASSESSMENT AND QUALITY CLASSIFICATION RESULTS FOR PUBLIC OFFICIALS (For the authorized assessment level)

1. Assessment of Strengths and Weaknesses:

I

2. Assessment and Quality Classification Results:

(Excellently completed tasks; well-completed tasks; completed tasks; did not complete tasks).

..., day...month...year...THE AUTHORIZED ASSESSOR (Signature, full name)