The General Department of Customs has strengthened the development of a capacity-based human resource management model based on job positions and offered human resource development policies to meet requirements of smart and centralised customs management.

About 17,000 customs officers join training courses per year.

Workload is increasing 

The General Department of Customs said, from 2011 to 2020, the number of import and export declarations rose by 304.5% from 4.63 million to 14.1 million. Total import-export turnover grew by 254% from US$203.7 billion to US$545.36 billion) and Customs revenue rose by 160% from VND217,014 billion to VND347.280 billion).

Customs procedures are increasingly simple, harmonious and in line with the standards of world customs, creating an important basis for promoting the application of information technology, modern equipment in State management of Customs. In particular, risk management has been comprehensively applied in customs operations, post-clearance inspection, gradually meeting the requirements of transformation from pre-inspection into post-inspection.

The workload is increasing but human resource is decreasing according to the downsizing policy of the Party and State. In addition to enhancing reform of administrative procedures, the General Department of Customs has developed and issued training and retraining plans. The training has been reformed and followed new policies, regimes, processes and procedures at each stage.

Customs leaders at all levels have paid attention to appointing customs officers to join training and retraining courses in accordance with the requirements of their job positions and assigned tasks to improve quality and efficiency of training and retraining.

Orientation for human resource development to 2030

The draft Customs development strategy for 2021-2030 clearly states it is necessary to build customs officers at all levels who have professional qualifications and a professional working style, mastery of technology and modern equipment associated with the practical needs of the job and in line with the modern customs management model. So, what has the Customs sector prepared after this strategy is approved by the Prime Minister?

The Customs development strategy for 2021-2030 has a very important role, which has set goals for the General Department of Customs in the next decade. To achieve the set goals, the General Department of Customs has prepared a series of solutions.

The General Department of Customs is completing the final steps to assign its units to actively organise capacity assessment for both civil servants who do not hold leadership positions working in eight professional areas and apply the results of the capacity assessment to the training, rotation and management of their staff.

At the same time, the General Department of Customs is preparing capacity assessment of civil servants who hold leadership positions at departments, branches and equivalent levels in the eight main professional areas: control and supervision, import and export duties, anti-smuggling, post-customs clearance audit, risk management, violation handling, inspection and verification.

In addition, Customs is developing training programs and training program frameworks according to job positions for the above-mentioned main professional areas. Training and retraining activities to improve the quality of civil servants and public employees associated with working positions to satisfy the requirements of the smart customs model, especially the intensive requirements for some operations. Training and capacity assessment is attached with the arrangement and use of civil servants and public employees.

In addition, the General Department is building a rotation model for training and retraining among all levels and departments in the same unit, in each professional area, and among professional areas to improve qualifications, skills and ability to solve problems and practical experience for leaders and in planning leadership titles.