(Inspection) – According to the reform guidelines, salaries in the public sector will be calculated based on the job position held, instead of primarily based on the base salary, coefficient, rank, and seniority as before. The expected income structure includes basic salary and allowances.
With the completion of the job position framework and the plan submitted to competent authorities, the public sector salary policy is entering a key shift phase, moving from reliance on base salary, coefficients, grades, or seniority to a payment method based on job position, professional competence, and income structure including basic salary and allowances.
Paying salaries based on job value creates motivation and increases job productivity. (Illustration: VGP)
Salary reform is not just about increasing income, but also about changing the way job value is determined and salaries are paid to officials, civil servants, and public employees. In 2026, the Ministry of Interior, in coordination with the Central Organization Committee, will focus on completing the job position system across the entire political system to serve as a basis for allocating personnel for 2027.
According to the planned schedule, the overall salary reform plan will be submitted to the Politburo in February 2027 before being officially presented to the 5th Central Committee Conference in March 2027 for consideration and approval. To ensure the set progress, the Government has assigned the Ministry of Interior to lead the coordination with the Ministry of Justice , the Ministry of Finance, and relevant units to comprehensively review and evaluate the salary scale, allowances, and basic salary levels under their management authority.
Simultaneously, the issue of financial resources has been assigned to the Ministry of Finance to research solutions to ensure long-term sustainability for salary and social insurance reforms, while international experience is also being consulted and adapted to suit the specific practical characteristics of Vietnam.
At the quarterly briefing conference, Bui Huy Tung, Chief of the Office of the Ministry of Interior, emphasized that developing a proposal to be submitted to the 5th Central Committee Meeting of the 14th Party Congress is a key task for the remaining months of the year, while also continuing to refine legal documents on wages, minimum wage levels, and labor relations.
Also related to the mechanism of salary payment based on job position and performance-based bonuses, Mr. Le Quang Trung – former Deputy Director in charge of the Employment Department ( Ministry of Labor, War Invalids and Social Affairs , now the Ministry of Interior) – believes that the salary payment mechanism needs to be reformed to link it to job position and work results. This is an inevitable trend that many countries are applying.
“To achieve this, we must first clearly define each job position, with specific tasks and clear requirements. For each job position, we need to specify exactly how many tasks are involved. At the same time, we need to issue regulations to evaluate KPIs (key performance indicators),” Mr. Trung pointed out, and proposed clear, specific, and publicly available regulations to address cases of task failure.
Labor experts also argue that salary reform must take into account encouraging those who deliver outstanding work performance, have many achievements and initiatives, and apply new science and technology; at the same time, there should be appropriate forms of recognition and rewards to provide timely motivation.
Salary reform should not stop at simply increasing income across the board, but requires a comprehensive change in the methods of valuing work and the way public human resources are allocated.
According to economic expert Associate Professor Ngo Tri Long (Vietnam Financial Consulting Association), reforms must be implemented synchronously with job positions, staff evaluation, downsizing, autonomy of public service units, and social insurance. If only the salary scale is changed without altering the methods of evaluating and utilizing staff, it will essentially remain the old mechanism with a new salary level.
Therefore, Mr. Long argued that the ultimate goal of reform should be to adhere to the principle of “paying the right people for the right jobs, according to their abilities, for the right results, and within the sustainable affordability of the economy.”
Therefore, the reform process needs to be carried out in conjunction with downsizing the workforce, innovating public service units, and within the long-term financial balance of the State budget, in order to create incentives for improving the quality of public service and better serving society. When income more accurately reflects responsibility, competence, and work results, salary policies can become an incentive to improve the quality of public service.
The ultimate goal is not only to improve the lives of salaried employees but also to build a professional and efficient administration that better meets the needs of citizens and businesses.
Original article
https://thanhtra.com.vn/an-sinh-AFA9C5670/tra-luong-theo-gia-tri-cong-viec-tao-dong-luc-va-nang-suat-viec-lam-492b4d594.html
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