How will officials and public employees receive salaries based on job position when implementing the 2024 salary reform according to Resolution 27?
Will officials and public employees receive salaries based on job positions when implementing the 2024 salary reform according to Resolution 27?
Based on Subsection 3.1, Section 3, Part II of Resolution 27/NQ-TW in 2018, when implementing salary reform, the salary levels applied to officials and public employees will no longer be calculated based on coefficients and statutory pay rates as currently.
It is expected that if there are no changes, the salary reform will be implemented from July 1, 2024, for officials and public employees, workers in the public sector, and workers in non-state enterprises.
Accordingly, officials and public employees will be issued a new salary scale based on job positions, titles, and leadership positions, replacing the coefficient x statutory pay rate. Despite the reform, the salaries of officials and public employees will be ensured to be no lower than their current salaries.
Thus, it can be understood that after implementing the salary reform, the salary payment will be based on the job position, meaning officials and public employees in any job position will receive the salary level of that job position.
How will officials and public employees receive salaries based on job positions when implementing the 2024 salary reform according to Resolution 27?
What is the roadmap for implementing the salary reform according to Resolution 27/NQ-TW?
Resolution 27/NQ-TW in 2018 provides a roadmap for implementing salary reform from 2021 to 2025 and a vision to 2030 as follows:
- For the public sector:
+ From 2021, uniformly applying new salary policies for officials and public employees, armed forces throughout the entire political system.
+ In 2021, the lowest salary of officials and public employees is equal to the average minimum wage across regions for enterprises.
+ Periodically raising the salary level in accordance with the consumer price index, economic growth rate, and the state budget's capacity.
+ By 2025, the lowest salary of officials and public employees will be higher than the average minimum wage across regions for enterprises.
+ By 2030, the lowest salary of officials and public employees will be equal to or higher than the minimum wage of the highest region for enterprises.
- For the enterprise sector:
+ From 2021, the State periodically adjusts the regional minimum wage based on recommendations from the National Wage Council. Enterprises are to implement salary policies based on negotiation and agreement between employers and employees and their collective representatives; the State does not directly interfere with enterprise salary policies.
+ Managing labor and salaries in state enterprises will be done by linking salary expenses to the production and business tasks of the enterprise by 2025, moving towards assigning production and business tasks by 2030.
What is the State's guiding viewpoint on salary reform?
According to Section II of Resolution 27-NQ/TW in 2018 as follows:
GUIDING VIEWPOINT, OBJECTIVES, AND CONTENT OF THE REFORM
1. Guiding viewpoint
1.1. The salary policy is a particularly important policy within the system of socio-economic policies. Salaries must truly be the main source of income ensuring the livelihood of employees and their families; proper salary payment is an investment in human resource development, creating motivation to improve labor productivity and working efficiency, making an important contribution to the realization of social progress and justice, ensuring political and social stability; promoting and enhancing the quality of growth and sustainable development.
1.2. Salary policy reform must ensure overall, systematic, and synchronized characteristics, inherit and promote advantages, effectively overcome limitations, inadequacies of the current salary policy; adhere to the principle of labor distribution and the objective laws of the market economy, with increased labor productivity as the basis for salary increases; meeting international integration requirements; with a roadmap suitable to the socio-economic development conditions and resources of the country.
1.3. In the public sector, the State pays salaries to officials, public employees, and armed forces based on job positions, titles, and leadership positions, in accordance with the State's resources and public service revenues, ensuring a reasonable relation to labor market wages; implementing appropriate reward and incentive policies according to labor productivity, creating motivation to improve work quality and efficiency, public service ethics, and professional ethics, contributing to a clean and efficient political system.
1.4. In the enterprise sector, salaries are the price of labor formed based on agreements between employees and employers under the market mechanism managed by the State. The State stipulates the minimum wage as the lowest level to protect vulnerable workers, while it is also a basis for salary negotiations and labor market regulation. Salary distribution is based on labor results and business production efficiency, ensuring harmonious, stable, and progressive labor relations in enterprises.
1.5. Salary policy reform is an objective requirement and an important task, requiring high political determination in building a socialist rule-of-law State and perfecting the socialist-oriented market economy institution; promoting administrative reform; innovating, restructuring the streamlined, efficient political system; downsizing staff; innovating the organizational and management system, improving the quality and efficiency of activities of public service providers.
Thus, in the salary reform, the State has expressed the guiding viewpoint according to the content stated above.
The reform of salary policy must ensure overall, systematic, and synchronized characteristics, inherit and promote advantages, and effectively overcome limitations and inadequacies of the current salary policy.
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