On May 5, 2026, the Hai Phong City People's Committee issued Plan No. 162/KH-UBND to implement the Project on "Developing the contingent of ethnic minority cadres, civil servants, and public employees in state agencies and public non-business units for the 2026-2030 period, with a vision to 2035". This step aims to concretize Decision No. 470/QD-TTg of the Prime Minister, demonstrating the city's long-term vision in building national unity and enhancing administrative capacity in ethnic minority areas.
Strategic Vision and Humanistic Goals
Developing the contingent of ethnic minority cadres is not merely an administrative task but a vital mission in the personnel work of the Party and State, linked to political stability and sustainable development. The core purpose of the plan is to build a staff with sufficient quality, capacity, and professionalism to meet task requirements in the new situation. The city aims to use practical efficiency and administrative capacity as the primary measures of the project's success.
Regarding the implementation roadmap, the city strives to reach 80% of the set targets by 2030 and proceed to complete 100% by 2035. The general goal is to ensure a reasonable structure in terms of ethnic composition, age, and gender, while linking to sustainable multi-dimensional poverty reduction in localities with large ethnic minority populations.
Specific and Quantitative Target Figures
Plan No. 162 provides very specific quantitative targets for each level of government to ensure feasibility:
- At the commune, ward, and special zone levels: The ratio of ethnic minority staff is determined based on the local population ratio. Specifically, in places where ethnic minorities make up 5% to less than 10% of the population, the minimum staff ratio must reach 5%. In areas where the population is over 70% ethnic minority, the corresponding staff ratio must reach between 35% and 50%.
- Leadership and management structure: The city requires ensuring the ratio of ethnic minority cadres in leadership positions reaches a minimum of 10% at the city level and 20% at the commune level. Notably, public non-business units with 30% or more ethnic minority personnel are required to have ethnic minority managers.
- Gender structure: The ratio of ethnic minority female cadres must reach at least 20% of the total ethnic minority cadre ratio of each unit.
Breakthrough Solutions for Resource Creation and Training
To realize these goals, Hai Phong focuses on synchronized solutions from recruitment to in-depth training:
- Recruitment Priority: The city implements priority policies for ethnic minorities who have completed military service or graduated from universities with "Excellent" or "Outstanding" grades. Recruitment must be closely linked to socio-economic development planning, prioritizing essential sectors such as education, health, agriculture, and especially science, technology, and digital transformation.
- Modern Training and Refinement: Training work extends beyond political theory to include digital skills, innovation, and modern management methods to meet national digital transformation requirements. Cadres are also encouraged to learn ethnic minority languages to better serve local tasks.
- Rotation and Practical Training: The city promotes the temporary rotation and mobilization of ethnic minority cadres in the leadership planning source for practical training.
Management Decentralization and Leadership Accountability
A new feature of this plan is the promotion of decentralization and delegation of power linked to the accountability of the heads of agencies and units. The results of implementing ethnic minority cadre targets will be a key criterion for evaluating the annual task completion of leaders at all levels.
The city has assigned the Department of Home Affairs as the lead agency, responsible for guiding, urging, and inspecting the implementation of the plan. The Department of Home Affairs is also tasked with coordinating the implementation of Resolution No. 53/2025/NQ-HDND regarding policies for treating and attracting ethnic minority talents. Furthermore, management will be modernized by updating full data onto the National Database on cadres, civil servants, and public employees.
Other specialized departments are also assigned specific tasks: The Department of Education and Training reviews support policies for ethnic minority students; the Department of Science and Technology coordinates data exploitation; and the Department of Finance ensures funding for implementation. Plan No. 162/KH-UBND serves as a solid foundation to consolidate the grassroots political system, enhance state management efficiency, and promote the comprehensive development of the Port City in the coming years.