Politburo issues conclusion on completing the job position system

On behalf of the Politburo, Politburo Member, Standing Secretary of the Secretariat Tran Cam Tu signed and issued Conclusion No. 107-KL/TW dated October 17, 2026 on completing the system of job positions in the political system associated with building a contingent of cadres and managing staff.

The Politburo's conclusion clearly stated that the job position is the foundation of organizational governance and human resource governance in the political system; is the consistent basis for recruiting, arranging, using, training, evaluating, screening, restructuring the contingent of cadres, managing staff and reforming salary policies.

The completion of the job position system must originate from the functions, tasks, authority, work requirements and output products of each agency, organization, and unit; strongly shifting from management according to the number of people, staff, ranks to management according to job positions, implementation capacity, results and contribution value.

Do not take the existing organization, staff, personnel, ranks, and salaries as a basis for legitimizing the current situation; proactively redesign job positions when functions, tasks, and implementation methods change.

Clearly define the determination of job positions, determination of human resource needs and decisions on staffing quotas; link responsibility with authority and task performance results.

Completing the system of job positions associated with the implementation of the Resolution of the 14th Party Congress, Conclusion No. 76-KL/TW, requiring the operation of a new organizational model and 2-level local government; decentralization and delegation of power must be associated with clearly defining tasks, responsibilities, arranging human resources and ensuring conditions for implementation, improving efficiency, effectiveness, and efficiency.

The Politburo's conclusion also clearly stated the viewpoint of inheriting the results, data, lists, job descriptions and capacity frameworks that are available, still appropriate and have been verified; focusing on reviewing the substance, proposing adjustments, integration or removal of positions that are no longer appropriate, and adding new positions when tasks actually arise, ensuring proper authority.

Unify methods, criteria and data throughout the political system; apply them appropriately to the nature of work, the specifics of each bloc, sector, field and area.

Innovate the management, use and remuneration of cadres according to job positions. Link streamlining staff with restructuring, improving the quality of the staff, productivity and work efficiency.

Do not mechanically apply staff quotas or average streamlining rates, overcome the situation of surplus in some places and shortage in others. Take the requirements of job positions, qualities, capacity and task performance results as a basis for arranging, using, evaluating, screening and treating cadres, civil servants, and public employees.

Gradually innovate the evaluation mechanism, salary and remuneration policies according to job positions, capacity and work results; overcome the average, egalitarian, and prioritizing ranks, grades, and seniority over work efficiency; improve the conditions for reforming salary policies according to a roadmap, gradually improving living standards and commensurate remuneration.

Manage job positions, human resource needs and payroll on the basis of complete, accurate, unified, interconnected, sourced and verified data; continue to improve methods, standards, and norms. Promote the direct responsibility of Party committees, Party organizations, and heads for data quality and implementation results.

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