From July 01, 2024, what are the two new allowances for officials under the salary reform policy?
From July 1, 2024, what are the 02 new allowances for officials under the wage reform policy?
The National Assembly voted to pass the Resolution on the 2024 state budget estimate on the morning of November 10. The Resolution stipulates that from July 1, 2024, a comprehensive wage policy reform will be implemented according to Resolution 27-NQ/TW of 2018.
According to Resolution 27-NQ/TW of 2018, when the wage reform is implemented in 2024, officials will have 02 new allowances as follows:
(1) Professional allowance based on the consolidation of professional preferential allowances, professional responsibility allowances, and hazardous and dangerous allowances. This allowance applies to officials and public employees in occupations and jobs with higher than normal working conditions and appropriate state policies (education and training, healthcare, courts, prosecution, civil judgment enforcement, inspection, auditing, customs, forestry, market management, etc.).
(2) Working allowance in particularly difficult areas based on the consolidation of special allowances, attraction allowances, and long-term working allowances in areas with exceptionally difficult socio-economic conditions.
However, in essence, these 02 allowances are formed from existing allowances, so they are considered new only in "name."
According to the consensus in the 2024 state budget estimate Resolution, the wage reform policy will be implemented from July 1, 2024. Therefore, the 02 new allowances for officials under the wage reform policy may be applicable from July 1, 2024. However, the specific and accurate implementation time of these 02 new allowances for officials under the wage reform policy needs to await guidance from the competent state authority.
From July 1, 2024, what are the 02 new allowances for officials under the wage reform policy? (Image from the Internet)
What will the new salary table for officials look like when implementing the 2024 wage reform?
Based on the guidelines in Resolution 27-NQ/TW of 2018, when the 2024 wage reform is implemented, a new salary table system based on job positions, titles, and leadership positions will be built and promulgated, replacing the current salary table system; old wages will be converted to new wages, ensuring they are not lower than the currently enjoyed wages.
02 new salary tables will be applied to officials when implementing the 2024 wage reform, including:
Salary Table 1
The salary table for leadership positions applies to officials and public employees holding leadership positions (elected and appointed) in the political system from the central to communal levels based on the principle:
+ The salary level must reflect the rank in the political system; the salary corresponding to the held leadership position; if one person holds multiple leadership positions, they receive the highest leadership position salary; equivalent leadership positions receive the same salary; the salary for higher-level leaders must be higher than that for lower-level leaders;
+ Stipulate a salary level for each equivalent leadership position; do not differentiate between ministries and central authorities, committees, and equivalents at the central level when constructing the central-level leadership salary table; do not differentiate between different leadership position salaries for the same leadership title across different administrative unit classifications at the local level but implement via allowance policies.
+ The classification of equivalent leadership positions in the political system for designing the leadership salary table is decided by the Politburo after reporting to the Central Executive Committee.
Salary Table 2
The professional and vocational salary table according to official ranks and public employee professional titles applies generally to officials and public employees who do not hold leadership titles; each official rank, public employee professional title has many salary grades according to the principle:
+ The same work complexity level gets the same salary; working conditions higher than normal and occupational special allowances are implemented via professional allowance policies; rearrange the official rank groups and number of grades within official ranks, public employee professional titles, encouraging officials and public employees to raise their professional and vocational levels.
+ The appointment to an official rank or public employee professional title must go along with the job position and structure of official ranks, public employee professional titles as managed by the agency, organization, or unit in charge of officials and public employees.
How does the salary and income management mechanism in the public sector operate according to Resolution 27?
Based on the regulations in Resolution 27-NQ/TW of 2018, the salary and income management mechanism operates as follows:
- The head of the agency, organization, or unit may use the annual allocated salary fund and recurrent expenditure budget to hire experts, scientists, and individuals with special talents to perform tasks of the agency, organization, or unit and decide on appropriate remuneration for the tasks assigned.
- The head of the agency, organization, or unit develops a regulation to periodically reward individuals under their management, linked to the performance evaluation and classification of job completion levels of each person.
- Expand the pilot mechanism application for some provinces and cities directly under the central government that have balanced budgets and ensure sufficient sources to implement wage reform and social security policies, allowing for average additional income not exceeding 0.8 times the basic salary fund of officials and public employees under their jurisdiction.
- Public service units that are self-sufficient in recurrent expenditure and investment, or self-sufficient in recurrent expenditure and government financial funds outside the state budget, implement a salary autonomy mechanism based on operational results like enterprises.
- Public service units partially covering their own recurrent expenditures and fully funded by the state budget for recurrent expenses apply official salary policies. The real salary paid must be linked with the job position and public employee professional title, determined by the head of the unit based on the revenue source (from the state budget and the unit's revenue), labor productivity, job quality, and work efficiency according to the unit's salary payment regulation, not lower than the salary policies prescribed by the state.
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