Elevating cadres – The first strategic breakthrough (Part 3)

PART 3: CADRE WORK MOVES ON THE RIGHT TRACK

After sound political decisions are made, the decisive factor that determines success lies in having a contingent of cadres capable of meeting the demands of their missions. Therefore, cadre work has become a crucial task and holds decisive significance for Dong Nai’s development in a context vastly different from anything seen over the past century (as Vietnam’s national administrative system has never operated under a two-tier local government model).

Dong Xoai ward’s officials guide residents through online administrative procedures in Tan Thanh 2 Quarter. Photo: Minh Chi

This represents a major opportunity for breakthrough, while at the same time posing a rigorous challenge that the personnel organization work must be conducted effectively in order to build and develop a truly strong contingent.

Resolutely screening and streamlining the cadre contingent

Without haste or complacency, Dong Nai province is taking prudent steps to handle this vital task by harmonizing three key elements: organizational structure, personnel, and the current requirements of public duties. By firmly adhering to principles while applying flexible approaches, the province has overcome inherent limitations in cadre work.

According to Member of the Provincial Party Committee (PPC) and Director of the Department of Home Affairs (DoHA) Nguyen Huu Dinh, Dong Nai currently has 67,745 cadres, civil servants, and public employees, a figure that will continue to change amid sweeping and determined reforms. From July 1, 2025, as the two-tier local government model takes effect, the province will continue reviewing and adjusting staffing levels based on the new organizational structure. Accordingly, the number of civil servant positions will fall by 24.4%. Cumulatively over the past five years, Dong Nai has settled policies for 2,957 cases of termination of employment or early retirement. Stepping up streamlining the organizational apparatus, the DoHA is urgently appraising more than 1,300 cases for personnel downsizing. With strong commitments to improving public service quality in post-restructuring period, the qualifications of the cadre and personnel contingent have improved significantly, with university and postgraduate degree holders now accounting for 82.6%, while the remainders hold intermediate or college-level degrees. Young and female cadres with formal training have been prioritized for planning and appointments, forming a sizeable proportion.

The Department of Agriculture and Environment (DoAE) illustrates a vivid example of “implementation and improvement in parallel,” particularly in workforce restructuring following the evaluation and reassignment of staff. After two rounds of mergers within a short period, refining a workforce of roughly 3,000 officials, civil servants, public employees, and employees was a demanding undertaking, yet the department completed it on schedule and with high quality.

Deputy Director of the DoAE Nguyen Van Thang said the greatest challenge was selecting suitable personnel, “a difficult equation” that required fairness and careful consideration in deciding “who stays and who is streamlined.” The key lessons, which also serve as practical solutions, include ensuring objectivity, fairness, and transparency in evaluating civil servants and public employees; avoiding favoritism or formality. Based on the requirements and functions of the newly arranged organizations, cadres are assigned according to their competence and expertise to enhance work efficiency, while strictly avoiding localism, group interests, or negativity. Policies must be promptly and properly applied to personnel who are no longer suited to available positions. Thanks to these measures, the department successfully reduced redundant staff and restructured 22 subordinate units, cutting one specialized agency under the Provincial People’s Committee and 19 subordinate units under the department and its sub-departments.

Nguyen Manh Khoi, a resident of Dong Nai province’s Xuan Loc commune, expressed hope that as the number of administrative units at provincial and commune levels is reduced, the cadre contingent must be selected based on moral integrity, capability, professional qualifications, and strong responsibility to serve the people. As the workforce becomes younger and more streamlined, Dong Nai will continue to develop vibrantly.

However, a recent report by the PPC summarizing the implementation of the Party Central Committee’s Resolution No. 18 on “some issues regarding the continued renovation and organization of a streamlined, effective, and efficient political system” highlights several challenges during the operation of the two-tier local government model. These include staff shortages in certain agencies and limited qualifications and skills of a portion of commune-level cadres, civil servants, and public employees, particularly in information technology application and utilization of digital systems.

At present, the province is urgently addressing the shortage of commune-level specialists, as localities require to fill an additional 289 positions. In the first phase, 32 officers from provincial departments and agencies have been seconded to support commune-level People’s Committees. To encourage provincial-level cadres to voluntarily work long-term at the grassroots level, the DoHA is drafting a support and incentive plan, to be submitted to the provincial People’s Council session later this year.

In his article Radiant Vietnam commemorating the Communist Party of Vietnam (CPV)’s 95th founding anniversary, Party General Secretary To Lam outlined five criteria for key cadres at all levels: strong political will; moral integrity and high responsibility; exemplary conduct and dedication to serving the people without personal gain or corruption; innovative thinking; the ability to seize opportunities, dare to think, dare to act, and dare to take responsibility for the common interest; not avoiding, delaying or remaining passive when new issues arise; and possessing practical capabilities as well as leadership and management competence.

This strategic orientation serves as the “guiding compass” for Dong Nai as the province simultaneously implements multiple foundational measures in cadre work.

According to the PPC’s Organization Commission, Dong Nai first emphasizes political and ideological education to strengthen the sense of responsibility, self-respect, and honor among cadres, so that serving the nation and the people becomes a source of pride. The province strictly enforces the Politburo’s Conclusion No. 198-KL/TW, dated October 8, 2025, on evaluating leaders and managers within the political system. A key new requirement is tightening the evaluation cycle from annual assessments to quarterly reviews. Based on these reviews, recommendations will be made on performance classification, and competent authorities will consider reassignment for cadres who violate regulations, have shortcomings, or fail to fulfill their duties.

More than ever, every Party member and cadre in Dong Nai, regardless of position, must first be a political figure deeply imbued with the spirit of a prosperous Vietnam, dedicated to serving the people. They must also be pioneering figures who courageously and sincerely work to achieve the province’s development vision through 2030 as affirmed by the 1st Provincial Party Congress. For them, vision, intellect, loyalty, integrity, responsibility, honor, and decency must translate into concrete action, not mere rhetoric. This is the source of public trust in cadres and the foundation of Dong Nai’s renewed strength and stature. As long as the province has such a cadre contingent, the people’s trust and support are assured, and the aspiration for a prosperous Dong Nai, rising within a flourishing nation, will naturally come to fruition.

Dr. Nhi Le, former Deputy Editor-in-Chief of Communist Review

 

Above all, each cadre must nurture personal motivation to continually improve, becoming a better version of themselves, willing to work twice or three times harder in the multi-tasking environment shaped by post-merger conditions that require daily adaptation. Anyone lacking the necessary qualities will inevitably face the natural laws of selection and elimination.

Alternate Member of the Party Central Committee, Standing Deputy Secretary of the PPC, and Chairwoman of the Provincial People’s Council Ton Ngoc Hanh emphasized that cadres must proactively “study what they lack,” without hiding their weaknesses, asking questions when uncertain and diligently improving themselves every day. Any cadre lacking positive energy, ambition, diligence, or discipline will be subject to strict screening procedures. Meanwhile, solidarity within each agency is essential, with colleagues supporting one another to improve performance and overcome difficulties with a spirit of camaraderie.

By Thanh Hai – Translated by M.Nguyet, Thu Ha