Viet Nam: Supporting Civil Service Reform

Sovereign Project | 41451-012

Summary

The objective of the proposed TA is to support the development of an efficient, accountable, responsive, responsible, outcome-oriented, and ethical civil service system. The TA is expected to result in two specific main outputs: (i) draft law on civil service, including legal provisions on code of conduct and (ii) support the implementation of the new civil service law, in anticipation of its promulgation in late 2008.

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Project Name Supporting Civil Service Reform
Project Number 41451-012
Country Viet Nam
Project Status Closed
Project Type / Modality of Assistance Technical Assistance
Source of Funding / Amount
TA 7118-VIE: Supporting Civil Service Reform
Technical Assistance Special Fund US$ 1.00 million
TA 7118-VIE: Supporting Civil Service Reform (Supplementary)
Technical Assistance Special Fund US$ 220,000.00
Strategic Agendas Inclusive economic growth
Drivers of Change Governance and capacity development
Sector / Subsector Public sector management - Public administration
Gender Equity and Mainstreaming Some gender elements
Description The objective of the proposed TA is to support the development of an efficient, accountable, responsive, responsible, outcome-oriented, and ethical civil service system. The TA is expected to result in two specific main outputs: (i) draft law on civil service, including legal provisions on code of conduct and (ii) support the implementation of the new civil service law, in anticipation of its promulgation in late 2008. At the activities level, the TA will: (i) conduct diagnostic study of the current Civil Service System, including review of current legal regulations on Civil Service ; (ii) conduct analysis of the experiences and lessons learnt of other countries in reforming their civil service system; (iii) formulate policy framework for the renovated Civil Service System, (iv) conduct impact assessment and formulate policies and measures to manage the risks that potentially emerge from the civil service reform policies,(v) draft the law on civil service; (vi), organize consultative seminars and national workshops, (vii) formulate an action plan for implementing the new law; and (viii) conduct awareness raising, advocacy on the civil service reform, and capacity development for change management.
Project Rationale and Linkage to Country/Regional Strategy

Viet Nam?s recent socioeconomic development progress has been remarkable. Poverty was cut from 58% in 1993, to 18.6% in 2006, and average per capita income has grown from $288 to $712 during the same period. To sustain the economic growth and further reduce poverty, the Government?s Socio-Economic Development Plan (SEDP) for 2006-2010 stress the need to strengthen governance to ensure that public resources are used more efficiently and effectively, to reduce misuse of public resources, and to control corruption.

In spite of the progress made in streamlining government structure, and renovating the civil service system under the Doi Moi embarked in 1986, to respond to new challenges, Viet Nam?s civil service system must contribute more effectively to Viet Nam?s transformation into an industrialized, modern, and prosperous country. To this end, the civil service reform needs to internalize new concepts and approaches, and be implemented over time, and in a strategically sequenced manner. The overarching goal of the reform is an introduction of the concept of moving the civil service system toward an output?based and service-oriented ?management? system. A modern human resource development and management policies linked to the output management and the legal framework need to be put in place.

The country adopted Public Administration Reform Master Plan (PAR-MP) 2001-2010 in September 2001, The PAR MP has four focus areas: (i) institutional reform, (ii) reform of organizational structures of public administration, (iii) transformation of the civil service, and (iv) public finance reform. ADB is one of active development partners in supporting the implementation of the PAR MP. The earlier ADB?s TA helps enhance capacity of Ministry of Home Affairs (MOHA) to support implementation of training reform. More specifically, the TA assists MOHA in undertaking skill profiles, training need assessments (TNAs), and developing the Monitoring and Evaluation system for training. Besides, consultation workshops on training and on civil service management issues undertaken under the TA framework also provided timely and useful inputs for developing the Law on Civil Service.

Impact Enhanced quality of public service delivery
Project Outcome
Description of Outcome An integrated civil service reform policy framework
Progress Toward Outcome

The first ever law in Viet Nam on civil servants was passed by the National Assembly in November 2008. The Law introduced the meritocracy principles in HR Management policies. A position-based management is also introduced. The law provides policy framework for applying a sound and integrated HR Management policies toward enhancing the performance management .

Another milestone achieved through the issuance of the law is a separation of public service employee from civil servants enables introduction of more responsive HRM policies suitable for each group. The Law on Public Service Employee was approved by the National Assembly by end of 2010.

Capacity building conducted and legal documents for guiding implementation issued.

Implementation Progress
Description of Project Outputs

1. Strengthened draft civil service law

2. Facilitated implementation of the civil service law

3. Improved capacity of public servants to implement public service reform

1. Strengthened draft civil service law

2. Facilitated implementation of the civil service law

3. Improved capacity of public servants to implement public service reform

Status of Implementation Progress (Outputs, Activities, and Issues)

- The TA has delivered two of the three critical outputs: (i) facilitation of the passage of the law on the civil service by the National Assembly in November 2008 (declared effective in January 2010), which marks an important milestone in civil service reform with the adoption of an integrated Human Resource Management (HRM) policy based on merit, competition, transparency and fairness, and (ii) facilitation of the implementation of the law, whereby ADB provided assistance in developing guiding legislations, including critical decrees on the management of civil servants and on training. A Strategic Framework was developed to ensure the coherence among policies. Efforts were made in developing implementation guidelines.

- ADB continues supporting MOHA to develop, disseminate and implement the guiding legislations, namely a decree on recruitment and management of civil servants.

- The TA has been extended until 31 May 2013 to implement the pending activities. A proposal for supplementary TA was approved to help piloting functional analysis and job analysis in selected government agencies. During the extended period, ADB continues supporting MOHA to conduct pilots in selected agencies both at central and local levels; subsequently support MOHA to develop a manual and guidelines for implementation across government agencies.

- A consulting team of 1 international and 2 domestic consultants was recruited to (i) support MOHA to implement meritocracy principles in HRM policies through piloting system for job titles, job analyses, job description and specifications in specific departments of selected agencies; and draw experiences and lessons learnt for developing guideline and manual for application in government agencies.

- A Diagnostic study and Consultation were intensively conducted from 18 December 2012 to March 2013 to discuss with officials of the MOHA, of Office of the Government (OOG), of Ministry of Natural Resource and Environment (MONRE), of Ha Noi and Quang Ninh Province. The Mission discussed the scope, outputs of the supplementary TA and the implementation arrangements, and consulted on the approach, process and Implementation Plan.

- 3 agencies including Hanoi PPC, MONRE and Quang Ninh were selected for piloting. The pilot has been prepared since December 2012 and completed by end May 2013.

- In March, a proposed methodology and tools have been defined and consulted closely with key stakholders, including MOHA and 3 piloting agencies. As part of change management strategy, half day awareness building for senior officials of MOHA and related agencies was held in March 2013. This was followed by a 2 day training workshop for task force for HR managers and officials who will conduct piloting with the coaching of consultant team.

- The TA final workshops were organized on 27 and 29 May 2013 in Hanoi and Tra Vinh to review the project implementation, evaluate the project's achievements and outcome. During the workshops, international experience on job position identification, how to apply job description to job appraisal and in state agencies was exchanged and manual on job position identification was introduced.

TA was physically completed on 31 May 2013

Geographical Location Viet Nam
Summary of Environmental and Social Aspects
Environmental Aspects
Involuntary Resettlement
Indigenous Peoples
Stakeholder Communication, Participation, and Consultation
During Project Design Due to its significant implication on the civil servants, and on the overall country development, the extensive stakeholders consultation were undertaken with various levels of civil servants, including senior officials, with mass organizations, with National Assembly's deputies. The study on the impact of the proposed law were conducted and disseminated to the National Assembly for discussion. Close consultation with other donors such as UNDP, WB, SIDA, DANIDA were undertaken.
During Project Implementation workshops, training programs, pilots as appropriate
Business Opportunities
Consulting Services The TA will require 17 person-months of international consulting services and 36 person-months of national consulting services. The international consultants will provide expertise in civil servant management (10 person-months) and performance management and competency-based management (4 person-months), code of conduct (3 person-months). The national consultants will have expertise in legal aspect (12 person-months), civil servant management (14 person-months), capacity building (5 person-months), and advocacy (5 person-months). The TA will also engage international and domestic resource persons who have expertise in civil service reform, and in capacity building. ADB will engage consultants in consultation with the EA as appropriate, in accordance with its Guidelines on the Use of Consultants. All international and national consultants will be selected and contracted individually in view of the urgency in mobilizing them and also because of the need to respond most effectively to the evolving situation.
Responsible ADB Officer Dao Viet Dung
Responsible ADB Department Southeast Asia Department
Responsible ADB Division Viet Nam Resident Mission
Executing Agencies
Ministry of Home Affairs Tran Anh Tuantrananhtuan@moha.gov.vn37A Nguyen Binh Khiem Street, Hanoi, Viet Nam
Government Inspectorate220 Doi Can St
Ha Noi
Viet Nam
Timetable
Concept Clearance 28 Nov 2007
Fact Finding 02 Dec 2007 to 05 Dec 2007
MRM -
Approval 28 Aug 2008
Last Review Mission -
PDS Creation Date 02 Jan 2008
Last PDS Update 22 Jul 2013

TA 7118-VIE

Milestones
Approval Signing Date Effectivity Date Closing
Original Revised Actual
28 Aug 2008 05 Sep 2008 05 Sep 2008 31 Aug 2011 31 May 2013 -
Financing Plan/TA Utilization Cumulative Disbursements
ADB Cofinancing Counterpart Total Date Amount
Gov Beneficiaries Project Sponsor Others
1,220,000.00 0.00 250,000.00 0.00 0.00 0.00 1,470,000.00 28 Aug 2008 1,034,023.73
Title Document Type Document Date
Supporting Civil Service Reform TA Completion Reports Jul 2014
Supporting Civil Service Reform Technical Assistance Reports Aug 2008

Safeguard Documents

See also: Safeguards

No documents found.

Evaluation Documents

See also: Independent Evaluation

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