Decree 233, issued on 30/6, establishes four performance categories for public employees: excellent completion of tasks (90 points or more), good completion of tasks (70 to under 90 points), completion of tasks (50 to under 70 points), and non-completion of tasks (under 50 points).

Beyond failing to achieve 50 points, public employees will also be classified as having "non-completion of tasks" if authorities determine they exhibit signs of political ideological, ethical, or lifestyle degradation, "self-evolution", "self-transformation"; violate prohibitions for party members, fail in exemplary responsibilities, negatively impact their reputation or their agency/unit; or receive disciplinary action from a reprimand for task violations.

For managerial public employees, if a unit under their responsibility experiences embezzlement, corruption, or waste that leads to action, the manager will also be rated as having "non-completion of tasks." However, if they proactively detect, report, direct timely resolution, and mitigate consequences, authorities will consider the incident's nature, extent, and other factors before determining the evaluation result.

Residents complete administrative procedures at Saigon ward, TP HCM on the morning of 1/7. Photo: Thanh Tung

Monthly or quarterly evaluations form the basis for annual public employee classifications, also influencing salary, bonuses, and other policies. Regulations stipulate that the number of public employees achieving an "excellent completion of tasks" rating cannot exceed 20% of those rated "good completion of tasks" within the same unit and job position group. For public non-business units with strong performance and exceeding tasks, this ratio can increase to a maximum of 25%.

The decree became effective on 1/7. A similar monthly or quarterly evaluation mechanism, also based on a 100-point scale, has been applied to civil servants since early 2026, assessing political qualities, ethics, discipline, and task performance results.

Vu Tuan