Prime Minister's new direction on determining job positions

Secretary of the Party Central Committee, Deputy Prime Minister Pham Thi Thanh Tra has just signed Decision 2034/QD-TTg dated October 23, 2026 of the Prime Minister promulgating the Plan to implement Conclusion No. 107-KL/TW dated October 17, 2026 of the Politburo on completing the system of job positions in the political system associated with building a contingent of cadres and managing staff.

According to the plan, the important task and solution is to determine job positions. Ministries, ministerial-level agencies and People's Committees of provinces and cities direct the review and completion of job positions under their management scope based on the results of reviewing functions, tasks, powers and methods of performing work; inherit job position lists, job descriptions, capacity frameworks that have been approved, confirmed and are still suitable; update changes, missing or unverified contents.

The completion of the job position must accurately reflect the task, main work, output products, responsibilities, working relationships and capacity requirements; suitable to the nature and complexity of the work, industry, field, area and organizational model.

For tasks that are transferred, decentralized, delegated, or changed in implementation methods, it is necessary to clearly identify the remaining tasks, arising tasks, and implementation responsibilities at each level, each agency, and unit.

Proactively adjust and redesign job positions when functions, tasks, authority or implementation methods change. In case there is content that needs to be adjusted under the authority of another agency, the management agency summarizes and reports to the competent authority for consideration and decision.

Ministries, ministerial-level agencies and People's Committees of provinces and cities determine the human resource needs for each job position based on tasks, products, volume, frequency, complexity, quality, time, area, implementation conditions and necessary capacity to perform tasks; choose a method of determination suitable to the nature of each group of tasks according to the guidance of the Central Organization Committee and competent authorities.

The determination of human resource needs must take into account the impact of organizational structure arrangement, decentralization, delegation of power, task transfer, process change, digital transformation, technology application, organization of shared work, implementation of autonomy, ordering, bidding and socialization of public services according to regulations.

For work that is difficult to quantify by time or quantitative products, it is necessary to base on the characteristics of the task, level of complexity, responsibility, progress and capacity requirements for appropriate assessment; do not mechanically convert it into the number of human resources when there is no basis.

Do not uniformize a job position with an individual or a staffing quota; do not automatically convert human resource needs into staffing quotas.

Data on workload, implementation time and existing human resources must clearly identify the scope, statistical period, data source and verification agency.

For newly arising tasks, newly transferred tasks, or units that do not have enough statistical time, it is necessary to clearly explain the basis for determining, not mechanically converting short-term data into full-year data.

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