What is the salary paid to Vietnamese public employees after the salary reform according to Resolution 27?
What is the salary structure of the public sector in Vietnam according to Resolution 27-NQ/TW in 2018
According to Resolution 27-NQ/TW in 2018, the design of the salary structure of the public sector is outlined as follows:
- Designing a new salary structure, including base pay (accounting for about 70% of the total salary fund) and allowances (accounting for about 30% of the total salary fund).
- Adding bonuses (the bonus fund is about 10% of the total annual salary fund, excluding allowances).
What is the salary paid to Vietnamese public employees after the salary reform according to Resolution 27?
What is the salary paid to Vietnamese public employees after the salary reform according to Resolution 27?
Under point dd subsection 3.1 Section 3 of Resolution 27-NQ/TW in 2018, it states:
dd) Regarding the salary and income management mechanism
- The head of the agency, organization, or unit is allowed to use the annual allocated salary fund and regular expenditure funds to hire experts, scientists, and individuals with special talents to perform tasks of the agency, organization, or unit and determine the appropriate remuneration.
- The head of the agency, organization, or unit develops a regulation to periodically reward subjects under their management, linked to the results of performance evaluation and classification of each individual's task completion.
- Expanding the application of pilot mechanisms for a number of provinces and Central city authorities that have self-balanced their budgets and ensured sufficient resources to carry out salary reforms and social security policies, allowing additional average income not to exceed 0.8 times the Base pay fund of officials and public employees under their management.
- Public service provider that ensure regular expenditures and investments, or ensure only regular expenditures and financial state funds outside the state budget, shall implement an autonomous salary mechanism based on operational results like enterprises.
- Public service provider partially covering their own recurrent expenditures and public service providers funded entirely by the state budget for regular expenditures shall apply salary policies like officials. The actual salary paid is tied to the job position, and public employee professional titles are decided by the head of the public service provider based on the unit's revenue sources (state budget allocations and the unit’s revenue), productivity, quality of work, and efficiency according to the unit's salary payment regulations, not lower than state-prescribed salary policies.
According to Resolution 27-NQ/TW in 2018, the salary paid to Vietnamese public employees after the salary reform is specified as follows:
- Public service providers ensuring regular expenditures and investments, or ensuring only regular expenditures and financial state funds outside the state budget, shall implement an autonomous salary mechanism based on operational results like enterprises.
- Public service provider partially covering their own recurrent expenditures and public service providers fully funded by the state budget for regular expenditures shall apply salary policies like officials.
The actual salary paid is tied to the job position, public employee professional titles are decided by the head of the public service provider based on the unit's revenue sources (state budget allocations and the unit’s revenue), productivity, quality of work, and efficiency according to the unit's salary payment regulations, not lower than state-prescribed salary policies.
Thus, under the salary reform according to Resolution 27, the salary for public employees in public service providers partially covering their own recurrent expenditures and public service providers fully funded by the state budget for regular expenditures shall apply salary policies similar to officials.
The actual salary paid is tied to the job position, public employee professional titles are decided by the head of the public service provider based on the unit's revenue sources (state budget allocations and the unit’s revenue), productivity, quality of work, and efficiency according to the unit's salary payment regulations, not lower than state-prescribed salary policies.
What is the specific roadmap for salary reform according to Resolution 27?
According to Resolution 27-NQ/TW in 2018, specific goals are set out for salary reform from 2021 to 2025 and a vision until 2030 for general salary reform and the formulation of the military payroll. Specifically:
(1) For the public sector
- From 2021, applying new salary policies uniformly to all officials and public employees, armed forces across the entire political system.
- In 2021, the lowest salary for officials and public employees equals the average lowest salary of regions in the enterprise sector.
- Regularly adjusting salary levels in line with the consumer price index, economic growth rate, and state budget capabilities.
- By 2025, the lowest salary for officials and public employees will be higher than the average lowest salary of regions in the enterprise sector.
- By 2030, the lowest salary for officials and public employees will equal or exceed the lowest salary of the highest region in the enterprise sector.
(2) For the enterprise sector
- From 2021, the State will periodically adjust the region-based minimum salary based on recommendations from the National Salary Council. Enterprises will implement salary policies based on negotiation and agreement between employers, employees, and their collective representatives; the State will not directly intervene in the enterprise's salary policies.
- Managing labor and salary in state-owned enterprises by assigning a salary cost quota tied to the enterprise's business tasks until 2025 and moving towards assigning business tasks to enterprises by 2030.
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