Gradually implement the roadmap for human resource management reform

	Human Resource Management based on working position as a mandatory requirement
	Delay in renovation of HR management shall obstruct the reform
	General Department of Vietnam Customs implement renovation plan for human resource management

Northern Hanoi Customs Branch is one of the 3 units that will apply the application of capacity profiles to determine training needs, transfer, rotation and arrangement of staff. Photo: N.Linh.

In order to implement this plan, the Customs has developed a detailed roadmap, in which the first thing is to review and assess the capacity of civil servants.

Every civil servant has the opportunity to be trained

The Deputy Director General of Vietnam Customs, Mr. Hoang Viet Cuong said that the renovation of human resources management had been implemented by the Customs for many years. However, there are still limitations affecting the progress of implementation. With the General Department of Vietnam Customs issuing Decision 166 / QD-TCHQ with the overall roadmap, together with the determination of leaders of Vietnam Customs, it will bring efficiency in the renovation work and human resource management based on capacity and job position.

Regarding specific contents of this plan, the leader of the General Department of Vietnam Customs said that we first needed to determine the list of jobs, description of each job position and output of each job position. Based on the list of jobs, it is necessary to develop a professional manual to instruct staff in each position. The next step in this process is to assess the capacity of the whole staff. Thereby, the training needs to be defined so as to have a plan and a training roadmap, and at the same time, such evaluation and training shall also serve the rotation plan and the change of working positions and recruitment on the basis of job requirements.

According to the General Department of Vietnam Customs, the benefit of this plan is that all staff have the opportunity to be trained in current jobs. At the same time, the General Department of Vietnam Customs will have a plan to train staff and civil servants to meet the requirements. "The General Department of Vietnam Customs will deploy the plan in a holistic manner, using IT in operation. For staff who refuse to train, refuse to learn, even violate administrative regulations, they will be subject to punishments", the leader of General Department of Vietnam Customs confirmed.

In order to carry out the assessment of staff' capacity, the General Department of Vietnam Customs will consider all staff in the whole sector. However, in the first phase, only staff and civil servants will be evaluated in 4 groups. Following the assessment of staff, besides reviewing, arranging and streamlining, it is also associated with the review of the determination of each agency, defining the functions, tasks and powers of each Customs department. In 2018, the Customs sector not only assesses the capacity of civil servants, but it alsoorganizes structures and reduces the number of agents.

The way to do it is to build standardization of the whole sector, which identifies specific issues. However, the evaluation will be different between the direct execution sector and the advisory sector.

The capacity profile will be applied

Specifically, the plan for capacity building activities is as follows: 6 departments, the General Department of Vietnam Customs (Department of Customs Supervision and Management, Department of Risk Management, Post-clearance Audit Department, Import-Export Duty Department, Anti-smuggling and investigation Department, Legal Department) will set up a team to develop a set of assessments of the capacity in charge of the sector (composed of specialists of the General Department and experts of the 7 Local customs offices: Hanoi, Ho Chi Minh City, Hai Phong, Da Nang, Dong Nai, Binh Duong, Quang Ninh). Then, the Customs shall elaborate a detailed plan for the development for each field, identify the content of the questionnaire that assesses the level of knowledge / skills required by the Capacity Framework. According to the plan from March 2018 to June 2018, the review of the capacity of the provincial and municipal Customs departments should be completed.

For the provincial / municipal Customs Departments: Hanoi, Hai Phong, Da Nang, Ho Chi Minh City, Binh Duong and Quang Ninh, the Customs shall set up deployment teams at the units; develop a detailed plan and organize the implementation of Customs activities, such as developing a set of assessments of the capacity of the provincial Customs departments (supervision and import-export taxation from January 2018 to May 2018; anti-smuggling, Post-clearance audits, risk management and handling violations from March 2018 to July 2018); developing a set of assessments of the capacity of the provincial / municipal Customs offices according to the characteristics of each unit.

According to the plan from July 2018 to October 2018, the above mentioned local Customs units shall assess the capacity of civil servants working in six major areas (specifically, the field of management supervision and import-export tax from July 2018 to August 2018, anti-smuggling, post-clearance audits, risk management, violation handling from September 2018 to October 2018).

After the assessment of civil servants' capacity, 6 local Customs units will complete the system of job position, list of products according to each job position of the unit with the deadline of December 2018.

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Particularly for the Customs Branch of Sai Gon Port, Zone 1 (Ho Chi Minh City Customs Department); Northern Hanoi Customs Branch (Hanoi Customs Department); Mong Cai Customs Branch (Quang Ninh Customs Department), in December 2018, they will apply the capacity profiles to determine the training needs, transfer, rotation and arrangement of staff and civil servants based on the capacity profile.