To develop 05 new salary tables according to job position when implementing salary reform specified in Resolution 27 in Vietnam

To develop 05 new salary tables according to job position when implementing salary reform specified in Resolution 27 in Vietnam (Internet image)

Regarding this issue, LawNet would like to answer as follows:

1. To develop 05 new salary tables according to job position when implementing salary reform specified in Resolution 27 in Vietnam

At point b, clause 3.1, subsection 3, Section II of Resolution 27-NQ/TW of 2018, a new salary system based on job position, title, and leadership position replaces the current salary system. Convert an old salary to a new salary, guaranteed not to be lower than the current salary, including:

- Develop a position salary table applicable to cadres, civil servants, and public employees holding leadership positions (elected and appointed) in the political system from the central to the commune level according to the following principles:

+ Position salary must reflect hierarchy in the political system; If a person holds a leadership position, he or she will receive a salary according to that position. If a person holds many positions, he or she will receive the highest salary for the position; Holding equivalent leadership positions will receive the same salary; The position salary of a superior leader must be higher than the position salary of a subordinate leader;

+ Specifying a salary level for each equivalent position; Not classifying ministries, branches, departments, committees, and equivalents at the central level when building the salary table for positions at the Central level; Not differentiating between different salary levels for the same leadership position according to the classification of local administrative units; but implementing allowances. The classification of equivalent leadership positions in the political system to design the position salary schedule is decided by the Politburo after reporting to the Central Executive Committee.

- Develop a professional and professional salary table according to civil servant ranks and civil servant professional titles, applicable generally to civil servants and public employees who do not hold leadership positions; Each civil servant rank and professional title has many salary levels according to the principle:

The same level of job complexity means the same salary; Working conditions are higher than normal, and job incentives are implemented through job-based allowances; Rearrange the rank groups and number of ranks in civil servant ranks and civil servant professional titles, and encourage civil servants and public employees to improve their professional qualifications and skills.

Appointment to a civil servant rank or public employee professional title must be associated with the employment position and structure of civil servant ranks and professional titles of civil servants implemented by agencies, organizations, and units managing civil servants and public employees.

- Develop 3 salary tables for the armed forces, including:

+ 1 salary table for military officers, officers, and non-commissioned officers in the police profession (according to position, title, and military rank or rank);

+ 1 salary schedule for professional military personnel and police technical expertise;

+ 1 salary table for defense workers and police workers (which maintains the salary correlation of the armed forces compared to the current administrative civil servants).

2. What are the specific objectives of salary reform?

Resolution 27-NQ/TW of 2018 sets out specific objectives for implementing salary reform from 2021 to 2025 and a vision for 2030 as follows:

(i) In the public sector

- From 2021, apply a new unified salary regime for cadres, civil servants, public employees, and armed forces in the entire political system.

- In 2021, the lowest salary of cadres, civil servants, and public employees will be equal to the average lowest salary of regions in the business sector.

- Periodically raising wages in accordance with the consumer price index, economic growth, and state budget capacity.

- By 2025, the lowest salary of cadres, civil servants, and public employees will be higher than the average lowest salary of regions in the business sector.

- By 2030, the lowest salary of officials, civil servants, and public employees will be equal to or higher than the lowest salary of the highest region of the enterprise sector.

However, due to the impact of COVID-19, the time for civil servant salary reform was pushed back many times.

(ii) In the business sector

- From 2021, the State periodically adjusts the regional minimum wage based on the recommendations of the National Wage Council. Enterprises are allowed to implement salary policies on the basis of negotiations and agreements between employers and employees and collective representatives of employees. The state does not directly intervene in enterprises' salary policies.

- Implementing labor and salary management in state-owned enterprises according to the method of contracting salary costs associated with the production and business tasks of the enterprise until 2025 and moving towards contracting out the production and business tasks of the enterprise by 2030.

3. When is the expected time to implement salary reform in Vietnam?

It is expected that at the 6th session of the 15th National Assembly in October 2023, the Government will present a roadmap and salary reform plan to the National Assembly.

Recently, speaking at the closing of the Vietnam Socio-Economic Forum 2023, the Chairman of the National Assembly also emphasized the early implementation of fundamental wage policy reform in 2024. This is also a boost for the labor market, contributing to stimulating domestic consumption.

"This is a reform, not a normal salary increase. If nothing changes, the starting time will be July 1, 2024."

Nguyen Ngoc Que Anh

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