The TA is to support the implementation of the Government's Plan issued on 18 October 2012 on reforming the public services and strengthening civil servants. Specifically, the TA is to support the development and implementation of a standardized system for job analysis, job descriptions, and qualification standards system (competencies framework) in government agencies.
|Project Name||Implementation of Civil Service Reform Plan|
|Project Type / Modality of Assistance||Technical Assistance
|Source of Funding / Amount||
|Strategic Agendas||Inclusive economic growth
|Drivers of Change||Gender Equity and Mainstreaming
Governance and capacity development
|Sector / Subsector||
Public sector management / Public administration
|Gender Equity and Mainstreaming||Some gender elements|
|Description||The TA is to support the implementation of the Government's Plan issued on 18 October 2012 on reforming the public services and strengthening civil servants. Specifically, the TA is to support the development and implementation of a standardized system for job analysis, job descriptions, and qualification standards system (competencies framework) in government agencies.|
|Project Rationale and Linkage to Country/Regional Strategy||
As Viet Nam is entering into the new 10 year period as a _middle income country,_ there are new set of challenges the country needs to deal with. In a dynamic and fast changing environment, enhancing Viet Nam's competitiveness is vital but also a challenge. Adaptation to a fast changing environment requires a diverse range of active Government interventions, from appropriate and enabling policy frameworks and effective regulatory mechanisms, to provision of efficient infrastructure and the effective delivery of public services.
A more efficient, effective and ethical bureaucracy is essential for the country to manage sustainable growth in the medium to long-term. As directing and leading the new development path, the whole government machinery should move from _input-based_ forward to focus on accountability and results- oriented management. The key driving for change is centered on civil service reform as the quality of the policies, the effectiveness of the enforcement all depend on the performance and accountability of the civil servants.
Institutional reform, including civil service reform is regarded as one of three breakthrough in the socio-economic development Strategy from 2011-2020. To this end, the Government issued on 18 October 2012 a Plan to step up the improving public services and strengthening civil servants in medium term from 2012 to 2015. The plan lists out key tasks to be delivered including conducting job description across sector and improving recruitment policy and practices.
|Impact||Quality of HRM in government agencies improved|
|Description of Outcome||Integrated HRM in government agencies implemented|
|Progress Toward Outcome||
The TA has supported the Ministry of Home Affairs (MoHA) to successfully carry out the following activities and achieved the project's outcome:
- Job position proposals of all provinces and ministries of Vietnam were approved as against the original target of introducing new policy in 6 agencies;
- Job descriptions, competency framework applied in almost all government agencies in Vung Tau, Quang Tri provinces, and some in Quang Ninh province;
- Job descriptions, competency framework applied in almost all agencies in MONRE.
|Description of Project Outputs||
Standardized system for job analysis and job descriptions without gender discrimination
Competency frameworks (qualification standards) by grades and managerial positions
Guidelines on performance evaluation procedures
Dissemination of lessons learned and good practices for change management
|Status of Implementation Progress (Outputs, Activities, and Issues)||
The project has achieved its outputs and completed following activities:
Output 1: Standardized system for job analysis and job descriptions without gender discrimination
- A model for conducting job analysis and preparing job descriptions developed through piloting in three provinces of Quang Ninh, Quang Tri, and Vung Tau, and in one ministry of MONRE;
- Handbook on methodology and techniques for conducting functional job analysis and preparing job descriptions applied;
- Total 25 training workshops on job analysis, job descriptions and competency framework conducted for 1788 participants (36.5% are female) in the Government agencies around Vietnam;
- Out of 1788 participants attended training workshops, around 50% are human resource officials. They are the ones who trained and guided other managers and officials in their agencies to do job analysis and job descriptions;
- E-learning course on the techniques for conducting job analysis and preparing job description were designed and posted on MOHA's website.
Output 2: Competency frameworks (qualification standards) by grades and managerial positions
- The Results of the comprehensive research to investigate the required competencies and proficiency levels for each managerial position for Vietnam civil servants have been incorporated into the Draft of the new Government Decree on criteria for managerial positions of civil servants in Vietnam;
- The managerial competency framework for the head of department position (at both provincial and district levels) in Quang Tri has been developed, agreed and applied in the province;
- The managerial competency framework for all managerial positions of the Institute of Remote Sensing of MONRE has been developed, agreed and applied by the Institute;
- The managerial competency framework for senior management positions in Quang Tri has been developed, agreed and applied in the province;
- The practical manual on application of competency framework for effective management of public employees have been developed;
- E-learning course on competency framework development were designed and posted on MOHA's website;
- Roadmap for HRIS (HRIS report) developed.
Output 3: Guidelines on performance evaluation procedures
- Performance Appraisal policy for public servants (sample policy) for Quang Tri and Vung Tau provinces have been completed and used;
- Results-based Performance Appraisal policy for the Institute of Remote Sensing of MONRE have been developed and applied;
- Results-based performance Appraisal policy for whole MONRE has been developed and applied;
- Lessons learned from performance appraisal practices have been incorporated into the modifications of the Government No 56 on performance management in the public sector in Vietnam;
- The practical manual on application of result based performance management for the public sector in Vietnam have been developed;
- E-learning for the module have been developed and posted on MOHA's website.
Output 4: Dissemination of lessons learned and good practices for change management
- Advocacy and replication strategies have been developed and implemented;
- Experiences, lessons learned and tools of the Project continue to be expanded and applied in other agencies across Vietnam;
- E-learning for three modules: Job analysis, competency framework; performance management on the MOHA WEBSITE
- Project s film which highlighted TA s achievements completed ;
- Project s book (Civil Service Reform in Vietnam: Perspectives and Practical Lessons) completed. This book has been shared with government agencies of 63 provinces.
|Summary of Environmental and Social Aspects|
|Stakeholder Communication, Participation, and Consultation|
|During Project Design||Given its wide impact, during the TA processing, in-dept consultations with key stakeholders were conducted, particularly with Ministry of Home Affairs, the Ministry of Natural Resources and Environment, Quang Ninh Provincial Peoples Committee and other agencies.|
|During Project Implementation||Close consultations with key stakeholders , particularly with Ministry of Home Affairs, the Ministry of Natural Resources and Environment, Quang Ninh Provincial Peoples Committee and other agencies have been conducted through discussion meeting, consultation workshops and also survey.|
A. Individual-Based Recruitment: A total of 11 person-months of services from international consultants will be recruited on an individual basis.
1. Job Design and Competency Development expert/ Co-team leader (international, 5.5 person-months, intermittent)
2. Performance Management Expert (international, 3.5 person-months, intermittent)
3. Expert on HRIS (international, 2 person-months, intermittent)
B. Firm-Based Recruitment: A consulting team of 8 national consultants (totaling 70 person-months of services) will be recruited on a firm basis using quality-based selection criteria. The team includes
1. Human resource management expert and team leader (a national, intermittent, 12.5 person-months)
2. Human resource management experts (3 consultants, national, intermittent, 10 person-months each)
3. Communication expert (a national, intermittent, 5.5 person-months)
4. Human resource management research and survey expert (a national, intermittent, 4.5 person-months)
5. Information technology expert (a national, intermittent, 3.5 person-months)
6. Translator and project facilitator (a national, intermittent, 14 person-months).
|Procurement||Selective office equipment procured by the national consulting firm.|
|Responsible ADB Officer||Dao Viet, Dung|
|Responsible ADB Department||Southeast Asia Department|
|Responsible ADB Division||Viet Nam Resident Mission|
|Concept Clearance||03 Dec 2013|
|Fact Finding||24 Sep 2013 to 24 Sep 2013|
|Approval||23 Sep 2014|
|Last Review Mission||-|
|Last PDS Update||24 Jan 2018|
|Approval||Signing Date||Effectivity Date||Closing|
|23 Sep 2014||05 Mar 2015||05 Mar 2015||31 Aug 2016||31 May 2017||-|
|Financing Plan/TA Utilization||Cumulative Disbursements|
|0.00||1,000,000.00||250,000.00||0.00||0.00||0.00||1,250,000.00||23 Sep 2014||947,713.57|
Project Data Sheets (PDS) contain summary information on the project or program. Because the PDS is a work in progress, some information may not be included in its initial version but will be added as it becomes available. Information about proposed projects is tentative and indicative.
The Access to Information Policy (AIP) recognizes that transparency and accountability are essential to development effectiveness. It establishes the disclosure requirements for documents and information ADB produces or requires to be produced.
The Accountability Mechanism provides a forum where people adversely affected by ADB-assisted projects can voice and seek solutions to their problems and report alleged noncompliance of ADB's operational policies and procedures.
In preparing any country program or strategy, financing any project, or by making any designation of, or reference to, a particular territory or geographic area in this document, the Asian Development Bank does not intend to make any judgments as to the legal or other status of any territory or area.
|Title||Document Type||Document Date|
|Implementation of Civil Service Reform Plan: Technical Assistance Completion Report||TA Completion Reports||Jun 2018|
|Implementation of Civil Service Reform Plan: Technical Assistance Report||Technical Assistance Reports||Sep 2014|
Safeguard Documents See also: Safeguards
Safeguard documents provided at the time of project/facility approval may also be found in the list of linked documents provided with the Report and Recommendation of the President.
None currently available.
Evaluation Documents See also: Independent Evaluation
None currently available.
None currently available.
The Access to Information Policy (AIP) establishes the disclosure requirements for documents and information ADB produces or requires to be produced in its operations to facilitate stakeholder participation in ADB's decision-making. For more information, refer to the Safeguard Policy Statement, Operations Manual F1, and Operations Manual L3.
Requests for information may also be directed to the InfoUnit.
No tenders for this project were found.
|Contract Title||Approval Number||Contract Date||Contractor||Contractor Address||Executing Agency||Contract Description||Total Contract Amount (US$)||Contract Amount Financed by ADB (US$)|
|Capacity Development||Technical Assistance 8726||30 Mar 2015||Transformation and Change Management Consulting Co (Viet Nam)||No. 18 Alley, 12/21 Dao Tan Street, Cong Ba Dinh District, Hanoi, Viet Nam||Ministry of Home Affairs||393,116.00||—|
None currently available.