Establishment of 232 Leadership Positions to Implement Wage Reform from July 01, 2024 from Central to Commune Levels: Is That Correct? How is the List of Specific Job Positions Constructed?
Building 232 Leadership Positions to Implement Wage Reform from July 1, 2024, from Central to Communal Levels? How is the Specific List of Job Positions Constructed?
On the morning of November 7, the National Assembly conducted a questioning session regarding the internal affairs and judicial sectors, with responses from the Minister of Home Affairs, the Minister of Public Security, the Chief Justice of the Supreme People's Court, the Chief Procurator of the Supreme People's Procuracy, the Chief Inspector of the Government of Vietnam, and the State Auditor General.
Responding to the deputies, Minister of Home Affairs Pham Thi Thanh Tra said:
"At this point, we have completed the list of job positions. For administrative organization agencies, there are 866 positions, public service providers 615 positions, and 17 positions for commune-level officials. In the leadership positions category, Conclusion No. 35 of the Politburo includes a total of 232 positions from the central level to the commune level," the Minister informed.
According to the Minister, since 2016, generally, ministries, central authorities, and local authorities have been constructing job positions, but they have not been completed or sufficiently ensured in a scientific and fundamental manner.
Thus, according to the Minister of Home Affairs, the list of job positions has been completed, including 232 leadership positions from the central level to the commune level.
The list of job positions is constructed as follows:
- Administrative organization agencies: 866 positions.- Public service units: 615 positions.- Commune-level officials: 17 positions.
In the leadership positions category, Conclusion No. 35 of the Politburo includes a total of 232 positions from the central level to the commune level.
Source: Government of Vietnam's Electronic Portal
Building 232 Leadership Positions to Implement Wage Reform from July 1, 2024, from Central to Communal Levels? How is the Specific List of Job Positions Constructed?
How is the Salary Scale Based on Job Positions Constructed When Implementing the Wage Reform in 2024?
According to Resolution 27-NQ/TW 2018, the new salary system based on job positions, titles, and leadership positions replacing the current system; the transition from the old to the new salary must ensure that it is not lower than the current salary, includes the following:
- Construct 1 salary scale for leadership positions applicable to officials and public employees holding leadership roles (elected and appointed) within the political system from the central to the commune levels based on the principles:
+ The salary for leadership positions must reflect the hierarchy within the political system; those holding leadership positions receive salaries corresponding to their positions, if one person holds multiple positions, the highest salary applies; those with equivalent leadership positions receive the same salary; the salary for higher-level leaders must be higher than those for lower-level leaders.
+ Prescribe one salary for each type of equivalent leadership position; do not categorize ministries and central authorities, boards, committees, and their equivalents at the central level when constructing the salary scale for central leadership positions; do not differentiate salaries for the same leadership titles according to local administrative unit categories but implement through allowance policies. The Politburo decides the categorization of equivalent leadership positions within the political system for salary scale design after reporting to the Central Committee.
- Construct 1 professional, operational salary scale according to official ranks and professional titles for officials and public employees not holding leadership titles; each official rank, professional title of the public employee has multiple salary levels under the principles:
+ Equal job complexity results in equal pay; higher-than-normal working conditions and professional incentives are implemented through allowance policies; reorganize official groupings and salary levels within official ranks, encourage officials and public employees to enhance their professional qualifications. Appointments to official ranks or public employee professional titles must link to job positions and the official, public employee structure managed by responsible agencies, organizations, and units.
- Construct 3 salary scales for armed forces, including:
+ 1 salary scale for military officers, police officers, and non-commissioned professional officers (based on positions, titles, and military ranks or grades).
+ 1 salary scale for professional military personnel, specialized technical police.
+ 1 salary scale for defense workers, public security workers (maintaining current salary relations of the armed forces with administrative officials).
What is the Specific Timeline for Wage Reform from 2021 to 2025 and the Vision to 2030?
According to Resolution 27-NQ/TW 2018, the specific objectives for wage reform from 2021 to 2025 and the vision to 2030 are as follows:
* For the Public Sector
- From 2021, apply unified new wage policies for officials, public employees, and armed forces within the entire political system.
- In 2021, the lowest salary for officials and public employees equals the average lowest salary of all regions in the enterprise sector.
- Regularly adjust salary levels to match consumer price indices, economic growth rates, and the state budget's capabilities.
- By 2025, the lowest salary for officials and public employees will be higher than the average lowest salary of all regions in the enterprise sector.
- By 2030, the lowest salary for officials and public employees will equal or exceed the highest regional lowest salary in the enterprise sector.
* For the Enterprise Sector
- From 2021, the state periodically adjusts regional minimum wages based on recommendations from the National Wage Council. Enterprises can implement wage policies through negotiations between employers and employees or their representatives; the state does not directly interfere with enterprise wage policies.
- Manage labor and wages in state-owned enterprises through wage cost allocation linked to business tasks until 2025, and progressively shift towards delegation of business tasks by 2030.
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