The Customs step by step implements the renovation roadmap for human resource management

Northern Hanoi Customs Branch is one of the 3 units that will use the capacity profile to identify the needs of training, transfer, rotation, arrangement of human resource. Photo: N.Linh

Each officer has chance to be trained

Deputy General Director of Customs, Hoang Viet Cuong, said that the renovation of human resource management has been implemented by the Customs for many years. However, there have still been shortcomings affecting the implementation progress. The issuance of Decision 166 / QD-TCHQ on a specific and overall roadmap together with the determination of leaders of the General Department and heads of Customs units will bring efficiency in the renovation of capacity- based human resource management based on job placement .

Deputy Director General Hoang Viet Cuong said, first of all, it was required to determine the list of jobs, description of each job placement and output of each position. Based on the list of jobs, it was necessary to develop a Customs handbook to guide Customs officers in each position.

The next step in this process is the capacity assessment of human resources in the whole sector. Thereby, determining the training need so as to develop a specific training plan and roadmap. At the same time, this is to support for the rotation plan and recruitment on the basis of job placement.

According to the Deputy Director General, the plan will facilitate each officer to join the training courses to study and improve their knowledge of his current duties and new duties when being rotated, and help the General Department of Customs to develop a training plan for unqualified officers.

"The General Department of Customs will deploy the plan in a comprehensive manner and apply IT to ensure the most publicity. Officers who refuse the training and studying and even are in breach of administrative disciplines shall naturally be handled "- confirmed Hoang Viet Cuong.

In order to assess the human resource capacity, the Deputy Director General said that all Customs officers will be considered and evaluated, but in the first phase, the assessment shall focus on officers who directly perform the duties and in 2018 will focus on 4 groups of cadres in 4 professional groups.

In addition reviewing, arranging and streamlining the human resource, the review and determination of human resource for each unit and functions, rights and obligations of each unit are also implemented. So, in 2018, the Customs not only assesses the capacity of human resources but also organizes the structure and reduces agencies.

The Deputy Director General said that the method of implementation is developing a standardized set of criteria applicable for the whole sector, thereby having a unified measurement for human resource assessment, and is also to identify specialized issues. However, the assessment will be different between the direct execution group and the advisory group.

The capacity profile shall be applied for human resource arrangement

Specifically, the plan to implement the capacity assessment is as follows: 6 Departments, under the General Department of Customs (Customs Control and Supervision Department, Risk Management Department, Post Clearance Audit Department, Import-Export Duty Department, Anti-smuggling and Investigation Department and Legal Department) will set up a team to develop a set of assessment criteria of the capacity of the areas in their charge (including experts from the General Department and 7 local Customs Departments: Hanoi, Ho Chi Minh City, Hai Phong, Da Nang, Dong Nai, Binh Duong and Quang Ninh); Then, a detailed plan to develop the set of assessment criteria will be made.

Identifying the contents which need to be developed and the questions to evaluate the level of knowledge and skills of human resource under the requirements of the Capacity Framework. According to the plan, from March to June 2018, the review and the development of the set of assessment criteria of the human resource capacity at provincial and municipal Customs Departments and Departments under the General Department.

Provincial and municipal Customs Departments such as Hanoi, Hai Phong, Da Nang, Ho Chi Minh City, Binh Duong and Quang Ninh shall set up execution teams at their units; Develop a detailed plan and organize the implementation of tasks assigned such as developing a set of assessment criteria of the capacity of provincial and municipal departments for the area of control and Supervision and Import and Export Duty from January to May 2018, for Anti-smuggling, Post clearance audit, risk management and violation sanctions from March to July 2018); Developing a set of assessment criteria of the human resource capacity of the provincial and municipal Customs departments according to their own characteristics (for the area of Control and Supervision and import-export duty in June 2018, Anti-smuggling, Post-customs clearance, Risk Management, violation sanction in August 2018).

According to the plan from July to October 2018, the above local Customs units will organize the assessment of the human resource capacity in six major areas (specifically, Control and Supervision and Import-Export Duty from July to August, 2018, Anti-smuggling, Post-Clearance Audit, Risk Management, violation sanction from September to October 2018).

After the assessment of human resource capacity, the above 6 local Customs units will complete the system of job placement, list of products according to each job placement of their own units, the deadline is December 2018.

Particularly, Saigon Port Zone III Customs Branch (under Ho Chi Minh City Customs Department); Northern Hanoi Customs Branch (under Hanoi Customs Department); Mong Cai Customs Branch (under Quang Ninh Customs Department), will apply the capacity profiles to determine the needs of training, transfer, rotation, arrangement of human resource.

rmine the needs of training, transfer, rotation, arrangement of human resource.