Shaping new salary policy from job positions and work performance

Assessment of the implementation of salary policy

In March 2027, the project to reform salary and social insurance policies (BHXH) will be submitted to the Central Government for consideration and decision.

One of the important tasks is to reform salaries, bonuses and diversify preferential policies for cadres, civil servants, and public employees in the coming period. Ministries, branches, and relevant agencies conduct a summary and assessment of the implementation of salary and social insurance policies since the Central Government issued Resolution No. 27-NQ/TW, Resolution No. 28-NQ/TW (in 2018) to date, clearly stating inadequacies, analyzing causes and proposing specific recommendations on the specific characteristics of ministries and branches.

National Assembly Deputy Trinh Thi Tu Anh (Lam Dong Delegation) said that the key to salary reform is to create a reasonable income differentiation according to position, responsibility and work efficiency. The nature of salary increases must go hand in hand with streamlining the apparatus, reshaping job positions and optimizing resources.

In particular, it should not just stop at the problem of "paying how much money", but must answer the question: How will talented people be given opportunities and development space in the public sector? If income, authority and responsibility are not commensurate, a simple salary increase is not enough to retain them for a long time.

Therefore, salary reform needs to be integrated into a synchronous ecosystem of recruitment, use, evaluation and planning of cadres. The ultimate goal is not only to "pay high salaries", but to create a transparent working environment: Talented people have the motivation to contribute, good people are honored, weak people must take responsibility, and those who shoulder great responsibilities must have a worthy remuneration regime.

Retaining and attracting high-quality human resources to the public sector

With the Central Government considering salary reform in March 2027, delegate Nguyen Thi Viet Nga - Deputy Head of the Hai Phong City National Assembly Delegation - hopes that people working in the public sector can be more assured of their legal income, and at the same time clearly see that their capacity, sense of responsibility and contribution results are recognized fairly.

In parallel with salary reform, personnel evaluation work must be carried out substantively. The serious implementation of Decree 335/2025/ND-CP on evaluating and ranking administrative agencies and civil servants will be a solid foundation for effective staff management.

The ultimate measure of reform must lie in people's satisfaction: Documents are processed on time, transparent guidance, error reduction and optimization of compliance costs. For the civil servant sector, evaluation should be based on the quality of public services specific to each industry, absolutely avoiding applying administrative criteria mechanically.

At the meeting on building the salary policy reform project on September 22, Secretary of the Party Central Committee, Deputy Prime Minister Pham Thi Thanh Tra requested that the project should aim to ensure inclusiveness, comprehensiveness, synchronization, fairness and ability to adapt to changes in practice.

The reform of salary and social insurance policies needs to be placed in the new context of the country, associated with the requirements of innovating the growth model, improving labor productivity, reorganizing the apparatus, building a 2-level local government, changes in the labor market, job structure, population aging and the emergence of new forms of employment.

Salary policy in the new period must be both adaptable to fluctuations and suitable to macroeconomic conditions, capable of timely adjustment both in the short and long term, and at the same time contribute to retaining and attracting high-quality human resources to the public sector.

Read the original here