From July 01, 2024, What Percentage of Salary Will Bonuses Constitute for Official Public Employees Under the 2024 Salary Reform According to Resolution 27?
How much does the bonus account for in the salary of an official public employee when the salary reform takes effect from July 1, 2024?
According to the regulations in Resolution 27-NQ/TW 2018, the salary structure for official public employees post-reform includes three components:
- Basic salary: approximately 70% of the total salary fund- Allowances: approximately 30% of the total salary fund.- Bonus: the bonus fund is about 10% of the annual total salary fund, excluding allowances.
Official public employees will receive their salary calculated according to the following provisional formula:
| Net salary = Basic salary + Allowances (if any) + Bonus (if any) || --- |
Thus, the bonus accounts for about 10% of the annual total salary fund, excluding allowances, for official public employees.
From July 1, 2024, how much does the bonus account for in the salary of an official public employee according to Resolution 27's salary reform in 2024? (Image from Internet)
How will the two salary scales for official public employees be structured when the salary reform takes effect in 2024?
According to Subsection 3.1, Section 3 of Resolution 27-NQ/TW 2018, the salary scales for official public employees post-reform in 2024 are outlined as follows:
- One salary scale for positions applied to officials and public employees holding leadership positions (elected and appointed) within the political system from the central level to the commune level- One professional and vocational salary scale according to the official ranks and professional titles of public employees, applicable to officials and public employees who do not hold leadership titles
Additionally, the salary scales for officials post-reform will be constructed based on these principles:
- One salary scale for positions applied to officials and public employees holding leadership positions (elected and appointed) within the political system from the central level to the commune level:
+ The position salary must reflect the hierarchy within the political system. Holding a leadership position entitles the holder to a salary according to that position. If one person holds multiple positions, they will receive the highest position salary. Equivalent leadership positions receive the same salary, and the salary of a higher-level leader must be higher than that of a lower-level leader.+ Regulations will establish a single salary for each type of equivalent position; differentiating ministries and central authorities, boards, committees, and equivalents at the central level when constructing the central leadership salary scale is unnecessary. There will be no differentiation in position salaries for the same leadership title based on administrative unit classification at the local level, which shall be implemented through allowance policies. The equivalent position classification within the political system to design the leadership salary scale will be decided by the Politburo after reporting to the Central Committee.
- One professional and vocational salary scale according to the official ranks and professional titles of public employees, applicable to officials and public employees who do not hold leadership titles:
+ The same level of job complexity yields the same salary. Higher than normal working conditions and professional incentives are implemented through professional allowance policies. Rearrange the official rank groups and the number of steps in the official ranks and professional titles of public employees to encourage officials and public employees to improve their professional and vocational levels.+ Appointments into official ranks or professional titles of public employees must correlate with job positions and the structure of official ranks and professional titles of public employees as managed by the responsible agency, organization, or unit.
The salary scales for officials and public employees from July 1, 2024, will be divided into two scales according to these regulations.
How will the salary and income management mechanism in the public sector be implemented according to Resolution 27?
Resolution 27-NQ/TW 2018 outlines the salary and income management mechanism to implement the 2024 salary reform policy as follows:
- Heads of agencies, organizations, and units are entitled to use the allocated annual salary fund and regular expenditure funds to hire experts, scientists, and individuals with exceptional talents to fulfill the tasks of the agency, organization, or unit and decide on appropriate income levels.- Heads of agencies, organizations, and units shall establish regulations to reward periodically for individuals under their management, linked to results of evaluations and classifications of individual work completion levels.- Expand pilot application mechanisms for certain centrally governed provinces and cities that have self-balanced budgets and sufficient resources to implement salary reform, social welfare policies that allow for average additional income not exceeding 0.8 times the basic salary fund of officials and public employees managed within these areas.- Public service units that completely self-finance their regular and investment expenditures, or only self-finance their regular expenditures and state financial funds outside the state budget, can apply a salary autonomy mechanism based on operational outcomes like enterprises.- Public service units partially covering their own recurrent expenditures and public service providers fully financed by the state budget shall implement official salary policies. The actual salary paid links to job positions, professional titles of public employees as decided by the head of the public service provider, based on revenue sources (state budget allocations and unit revenue), labor productivity, work quality, and work efficiency according to the unit's salary payment regulations, not lower than the State-regulated salary policies.
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