Training conference on evaluating and rating cadres, civil servants, and public employees using the KPI measurement method, organized by Thai Nguyen Provincial Party Committee, building consensus in rolling out the new evaluation method

Thoroughly grasping the direction of Comrade General Secretary and President To Lam on reforming cadre work, evaluation must ensure fairness, objectivity, and substance; take results, quality, and effectiveness in task performance as the main basis; overcome formalistic and subjective evaluation, while identifying, recognizing, and making effective use of cadres who dare to think, dare to act, and dare to take responsibility, with concrete outputs and prestige.

Giving concrete effect to that policy, Thai Nguyen Provincial Party Standing Committee issued Regulation No. 870-QD/TU on the monthly evaluation and rating of cadres, civil servants, public employees, and contract workers using KPI-based evaluation and measurement methods. This is an important step forward in cadre work reform, moving toward evaluation that is regular, continuous, quantifiable, and evidence-based, linked to output products.

The core of the new evaluation method is that each task must clearly identify the person responsible, the content of the work, the completion time, the responsibility, the output product, and the authority for handling it. This “Six Clarities” principle not only helps improve transparency in assigning work but also creates a basis for monitoring, inspecting, and accurately evaluating the substantive results of task performance by each individual and unit.

Speaking at the training conference on evaluating and rating cadres, civil servants, and public employees using the KPI measurement method, Secretary of the Provincial Party Committee Trinh Xuan Truong emphasized that KPIs are a modern governance tool that helps quantify task performance results based on duties, job positions, progress, quality, and output products. The goal of applying KPIs is not to chase scores for their own sake or for form's sake, but to improve service efficiency for residents and enterprises, enhance leadership, management, and administration capacity, and build a professional, responsible, and creative contingent of cadres.

Accordingly, the KPI system must be built consistently, from the province's development goals down to each department, sector, locality, agency, unit, and job position. Evaluation targets should focus on key tasks such as public investment disbursement, site clearance, project implementation progress, administrative procedure reform, resolving difficulties for enterprises, investment attraction, digital transformation, and improving the quality of human resources.

KPI-based evaluation method aiming to improve work efficiency and service quality

As Thai Nguyen sets its sights on double-digit economic growth, the KPI system must be geared even more toward substantive effectiveness, ensuring harmony between progress, quality, sustainability, and the satisfaction of residents and enterprises. This also requires that evaluation not stop at the quantity of work completed but accurately reflect the quality, effectiveness, and value delivered by each task.

In particular, the new evaluation method also places strong emphasis on the responsibility of leaders. Under the regulation, the heads of agencies and units must directly lead, direct, and take responsibility for the quality of evaluation, rather than delegating it entirely to advisory units. From assigning work, monitoring, and inspection to commenting and evaluating, all must be carried out directly, ensuring objectivity and substance. For leading and managerial cadres, individual evaluation results are also closely tied to the performance results of the collective, sector, and area under their charge.

Alongside rolling out the evaluation system, agencies and units are also moving swiftly to review and finalize the list of tasks, standard outputs, and conversion coefficients appropriate to the function and duties of each job position. Every output must have specific, verifiable criteria; key, complex, or unscheduled tasks must all be included in the evaluation. This approach is intended to overcome the practice of avoiding difficult tasks or overrating simple ones, thereby ensuring fairness and transparency in cadre evaluation.

Assessing this policy, Assoc. Prof. Dr. Nguyen Truc Le, Rector of the University of Economics and Business, Vietnam National University, Hanoi (VNU University of Economics and Business), said that rolling out KPIs is not too difficult a problem if a scientific method is applied. According to him, besides technology, what matters more is governance mindset and the coordinated cooperation of agencies and units. Applying KPIs will help change office culture toward emphasizing work efficiency, duly recognizing those who work hard and responsibly, and creating momentum for innovation in the public sector.

Assoc. Prof. Dr. Nguyen Truc Le emphasized that to achieve the double-digit growth target, the human factor plays a decisive role. Technology can only truly deliver results when operated by a contingent of cadres with an innovative mindset who proactively approach and apply modern governance methods. This is precisely the foundation for improving labor productivity, shortening task-processing time, and enhancing the quality of service to residents and enterprises.

Administrative procedure reform and digital transformation being key contents in the KPI-based evaluation system

From a practical perspective, Comrade Nguyen Thi Mai Anh, Deputy Secretary of the Thai Nguyen Provincial Youth Union, said that rolling out KPI-based evaluation of cadres, civil servants, and public employees is a strong step forward in leadership, direction, and cadre management. This method helps ensure openness, transparency, and objectivity in evaluating work quality, while also creating a basis for agencies and units to make effective use of evaluation results in the assignment, deployment, and development of the cadre workforce.

Application of KPIs contributing to building a professional, modern administration, with work efficiency and public satisfaction as the service objective

It can be seen that incorporating KPIs into cadre evaluation is not only an innovation in management method but also a reflection of the determination to build a modern, professional administration that takes work efficiency as the measure of capability and the satisfaction of residents and enterprises as the service objective. When each task is tied to a specific output, each result has verifiable data, and each cadre is evaluated on the basis of substantive contribution, evaluation work will gradually become systematic, creating momentum to drive innovation, enhancing the effectiveness and efficiency of the apparatus, and contributing to the successful achievement of the locality's socio-economic development goals in the new period.