New Salary Structure 2024 for Armed Forces as Prescribed by the Wage Reform: How is it Regulated?
New 2024 Salary Structure for Armed Forces upon Salary Reform
Based on sub-item 3, Section II of Resolution 27-NQ/TW of 2018, it outlines the salary reforms for officials, public employees, and armed forces (public sector).
Reform Content
3.1. For officials and public employees, and armed forces (public sector)
a) Design a new salary structure including: Basic salary (accounting for approximately 70% of the total salary fund) and allowances (accounting for approximately 30% of the total salary fund). Add bonuses (the bonus fund is about 10% of the total annual salary fund, excluding allowances).
In which, the salary structure of the armed forces (public sector) upon implementing salary reform will include:
- Basic salary (accounting for approximately 70% of the total salary fund);- Allowances (accounting for approximately 30% of the total salary fund);- Additional bonuses (the bonus fund is about 10% of the total annual salary fund, excluding allowances).
Thus, it can be seen that the new salary structure for the armed forces includes basic salary and allowances. In addition, bonuses are added (the bonus fund is about 10% of the total annual salary fund, excluding allowances).
New 2024 Salary Structure for Armed Forces upon Salary Reform
State's Directive Viewpoints on Salary Reform
Based on Section II of Resolution 27-NQ/TW of 2018 as follows:
DIRECTIVE VIEWPOINTS, OBJECTIVES, AND REFORM CONTENT
1. Directive Viewpoints
1.1. Salary policy is an exceptionally important policy in the system of socio-economic policies. Salary must truly be the main source of income ensuring the livelihood of salaried workers and their families; proper salary payment is an investment in human resource development, creating motivation to improve labor productivity and work efficiency, significantly contributing to social progress and equity, ensuring socio-political stability; promoting and enhancing the quality of growth and sustainable development.
1.2. Salary policy reform must ensure comprehensiveness, systematization, synchronization, inheritance, and promotion of advantages, effectively addressing the limitations and inadequacies of the current salary policy; adhere to the principle of distribution according to labor and the objective laws of the market economy, taking increased labor productivity as the basis for salary increments; meet the requirements of international integration; and have a roadmap suitable to the country's socio-economic development conditions and resources.
1.3. In the public sector, the State pays salaries to officials, public employees, and the armed forces based on job positions, titles, and leadership positions, in line with the State's resources and revenues from public service activities, ensuring rational correlation with the labor market wages; implementing deserving policies of incentives and rewards based on labor productivity, creating motivation to enhance job quality and efficiency, public service ethics, professional ethics, contributing to the purification and improvement of the effectiveness and efficiency of the political system.
1.4. In the enterprise sector, salary is the price of labor, formed on the basis of agreements between employees and employers according to market mechanisms under State management. The State stipulates the minimum wage as the lowest threshold to protect vulnerable workers, and it is also one of the bases for salary agreements and labor market adjustments. Salary distribution is based on labor results and business efficiency, ensuring harmonious, stable, and progressive labor relations within the enterprise.
1.5. Salary policy reform is an objective requirement, 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; renovating, restructuring the political system's organizational apparatus to be streamlined, efficient, and effective, reducing payroll; renovating the organization and management system, improving the quality and efficiency of public service providers' operations.
Thus, the State has expressed its directive viewpoint on salary reform as outlined above.
The salary policy reform must ensure comprehensiveness, systematization, synchronization, inheritance, and promotion of the advantages, effectively addressing the limitations and inadequacies of the current salary policy.
Salary Reform Roadmap According to Resolution 27
Based on Resolution 27-NQ/TW of 2018, the salary reform roadmap is proposed as follows:
From 2021 to 2025 and with a vision to 2030
For the public sector
- From 2021, apply a new unified salary policy for officials, public employees, and the armed forces throughout the entire political system.- In 2021, the minimum salary of officials and public employees is equal to the average lowest wage of the enterprise sector across regions.- Periodically increase the salary level in line with the consumer price index, economic growth rate, and the State budget capacity.- By 2025, the minimum salary of officials and public employees will be higher than the average minimum wage of the enterprise sector across regions.- By 2030, the minimum salary of officials and public employees will be equal to or higher than the highest regional minimum wage in the enterprise sector.
For the enterprise sector
- From 2021, the State will periodically adjust the regional minimum wage based on the recommendations of the National Wage Council. Enterprises are to implement salary policies based on negotiations and agreements between employers and employees and their representatives; the State does not directly intervene in enterprise salary policies.- Manage labor and salaries in state-owned enterprises through the method of wage cost contracting linked to the business tasks of the enterprise until 2025, and towards contracting the enterprise's business tasks by 2030.
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