According to Nguyen Tuan Ninh, Director of the Department of Civil Servants ( Ministry of Interior ), Decree No. 179/2024/ND-CP, issued by the Government today (December 31, 2024), stipulates six contents in the policy to attract talented people to the public sector.
At a press conference held this afternoon, December 31st, by the Ministry of Interior, Nguyen Tuan Ninh, Director of the Department of Civil Servants (Ministry of Interior), announced that the Government has just issued Decree No. 179/2024/ND-CP dated December 31, 2024, stipulating policies to attract and utilize talented individuals to work in agencies, organizations, and units of the Communist Party of Vietnam , the State, the Vietnam Fatherland Front, and other political and social organizations.
6 policies to attract talented people to the public sector
According to Mr. Nguyen Tuan Ninh, there are three groups to which this Decree applies: talented officials, civil servants, and public employees; outstanding graduates and talented young scientists ; and leading experts, managers, business administrators, and scientists who are Vietnamese or foreign nationals.
Specifically, regarding policies for talented individuals , these policies will cease to be applied in the following cases: at the request of the talented individual; when the competent authority assesses that the individual has failed to complete their duties or does not meet the requirements of the job position; when the talented individual violates the law to the extent of being subject to disciplinary action or criminal prosecution; or due to changes in the industry or field that prioritize the use of high-quality human resources in each period.
Regarding policies to attract talented individuals to the public sector , the Decree clearly stipulates six points: Firstly, a policy prioritizing the recruitment of civil servants, applying a selection process for civil servants to outstanding students and talented young scientists; stipulating that ministries, central and local agencies must prioritize allocating personnel to recruit and attract these individuals.
For experts, managers, business administrators, and leading scientists who are Vietnamese citizens and within the working age as stipulated by labor laws, if they wish to work long-term in administrative agencies or public service units, they may be considered for recruitment into the civil service.
Secondly, the initial recruitment incentive policy: for outstanding students and talented young scientists recruited into civil service positions, in addition to receiving 100% of their salary during the probationary period, they will also receive an additional allowance equal to 150% of their current salary based on their salary coefficient for a period of 5 years from the date of recruitment.
Accordingly, the basic salary (excluding the 25% public service allowance for civil servants and other allowances specific to the sector/field, if any) for those with a university degree is 13,700,000 VND/month (2.34 × 2,340,000 × 250%); for those with a master's degree, it is 15,620,000 VND/month (2.67 × 2,340,000 × 250%); and for those with a doctoral degree, it is 17,550,000 VND/month (3.0 × 2,340,000 × 250%).
For Vietnamese experts, managers, business administrators, and leading scientists, upon recruitment into the civil service, they will be appointed to positions and assigned salaries corresponding to their job titles, and will receive an additional allowance equal to 300% of their current salary.
Accordingly, the lowest basic salary (excluding the 25% public service allowance for civil servants and any other industry-specific allowances) for those appointed as principal specialists or equivalent is 41,184,000 VND/month (4.40 × 2,340,000 × 400%); for those appointed as senior specialists or equivalent, it is 58,032,000 VND/month (6.20 × 2,340,000 × 400%).
In cases where experts, managers, business administrators, or leading scientists, whether Vietnamese or foreign, enter into labor contracts, the heads of ministries, central and local agencies are allowed to determine the remuneration based on job requirements, capabilities, contributions of the experts and leading scientists, and the funding available for implementing policies for talented individuals within their respective ministries, central and local agencies.
In addition, based on the ability to balance the budget and mobilize resources in accordance with the law to implement policies for talented individuals, ministries, central and local agencies may supplement other support policies for talented individuals.
Thirdly , post-recruitment training and development policies:
Outstanding graduates and talented young scientists, after being recruited into the civil service, are given opportunities by their managing agencies and units to participate in further education and professional development as follows (inheriting Decree 138/2020/ND-CP and Decree 140/2017/ND-CP): they are given priority in intensive training aimed at becoming leading scientists and experts in their respective fields; they are sent to participate in intensive training courses domestically and internationally for programs relevant to their industry, profession, and field, in line with development orientations, and other training and professional development courses suitable to the specific characteristics of their industry, field, and locality.
At the same time, priority will be given to facilitating their participation in training and professional development in political theory, state management, and specialized knowledge to meet the leadership and management standards for the planned positions; and the professional and technical standards of the civil servant rank and professional title of the public employee.
Fourth , policies regarding working conditions and equipment: talented individuals are provided with equipment and tools; human and material resources are allocated and arranged to perform their tasks; access to professional materials... ensuring consistency and uniformity in the implementation of the policy.
Fifth , the policy prioritizes placement and utilization: outstanding graduates and talented young scientists, after being recruited into the civil service, are given favorable conditions by their managing agencies and units in their placement and utilization, such as: being considered for priority selection in planning and appointment to leadership, management, or leading expert positions in their respective fields at the central and local levels; capable scientific staff are given focused training to become leading scientists and experts in their assigned fields, leading research projects and works from the ministerial, provincial, and higher levels.
Additionally, promotion to senior specialist or equivalent is considered if, within 5 years of recruitment, the employee receives a performance rating of "good" or higher, including at least 2 years of "excellent" performance.
For Vietnamese experts, managers, business administrators, and leading scientists, the competent authority may grant special appointments to leadership and management positions or assign them to positions requiring the expertise and professional skills of senior specialist, principal specialist, and equivalent ranks. If they do not yet meet the standards and conditions of the appointed position or job, the head of the agency managing civil servants will facilitate their completion of these standards and conditions.
Sixth , support policies for experts, managers, business administrators, and leading scientists who are Vietnamese citizens residing abroad or are foreign nationals: competent authorities will facilitate the simplification of paperwork and the issuance of visas, residence permits, and work permits in Vietnam; and provide support to family members regarding procedures when seeking employment and enrolling in educational and training institutions in Vietnam.
At the same time, they will be granted multiple-entry visas or temporary residence permits with a validity period corresponding to the duration of the employment contract with the agency or unit as stipulated in this Decree (including family members).
5 policies for valuing and utilizing talented officials and civil servants.
This Decree also stipulates policies for the preferential treatment of talented civil servants and public employees , including five noteworthy points.
Firstly , regarding the policy of nominating and recognizing talented civil servants: the head of the competent agency managing civil servants (at the ministerial, departmental, or provincial level) establishes a Talent Selection Council to examine and evaluate whether talented civil servants meet the standards and conditions. The Selection Council comprises the agency's leadership team, representatives from the Party Committee and trade union at the same level, the head of the agency responsible for personnel organization, and other members as decided by the head of the competent agency.
Secondly , the policy of additional allowances for talented civil servants and public employees: Talented civil servants and public employees are entitled to a monthly additional allowance equal to 150% of their current salary from the date of the recognition decision by the competent authority, equivalent to the allowance for attracting outstanding students and talented young scientists.
Thirdly , policies for the placement and utilization of talented civil servants and public employees.
Talented civil servants and public employees are given priority in placement and utilization by their managing agencies and units as follows: they are given priority in selection when considering appointments to leadership and management positions or senior expert positions; in special cases, the competent authority will consider and decide on planning, age, and length of service in equivalent positions when considering appointments; they are sent to study, research, and exchange scientific knowledge domestically or abroad at least once a year in relation to their professional expertise; and they are fully reimbursed for all expenses as stipulated during their study, research, and exchange.
Furthermore, they are entitled to proactively propose participation in international training courses, conferences, and seminars to develop their capabilities and talents, and meet job requirements; to be assigned to lead and allocate funding for scientific research projects and works at the ministerial, provincial, and higher levels; to propose budget estimates for specific tasks or assignments; to be assigned and decide on the use of funds; to be responsible before the law and competent authorities for the use of allocated funds; and to be fully reimbursed for all expenses as stipulated when traveling for work or attending seminars domestically and abroad when directly related to leading the implementation of assigned tasks.
Fourth , regarding the policy of honoring and rewarding: no percentage is applied in the awarding of emulation titles or commendations for talented individuals; talented individuals are nominated for honor by their employing agencies, organizations, or units at ceremonies and programs of ministries, sectors, localities, and relevant press agencies related to their field of work; they receive monetary rewards for their recognized achievements from the Emulation and Reward Fund and the annual bonus fund.
Fifth , policies on vacation and other welfare benefits: 7 days of domestic vacation are provided; for experts, managers, business administrators, and leading scientists, family members of no more than 5 people are allowed to travel; for talented civil servants, family members of no more than 4 people are allowed to travel; early salary increases and salary increases by agreement (contract) are granted if outstanding performance in carrying out duties is recognized by competent authorities or if the quality rating is at the excellent level for two consecutive years from the date of recruitment decision and contract signing.
For leading experts and scientists, in addition to the remuneration stipulated in the signed employment contract, they are entitled to negotiate and receive bonuses and benefits based on work results as agreed upon with the competent management authority. Talented individuals are given priority in renting public housing or borrowing money to purchase housing on installment plans with guarantees from agencies and organizations through the Social Policy Bank at preferential interest rates as prescribed; they are given the highest priority among civil servants and public employees in purchasing social housing as prescribed. Talented individuals who make significant contributions to the nation are allocated public housing according to the regulations of the competent authority.
Simultaneously, a National Talent Development Fund will be established to support and encourage the development of Vietnamese talent in various fields of social life. This fund will operate on a non-profit basis, functioning as a non-budgetary state financial fund, with the Ministry of Interior as the managing agency.
Regarding the funding for implementing these policies, the Director of the Civil Servant and Public Employee Department stated that the Decree stipulates that annually, the State budget allocates 10% of the total basic salary fund (excluding allowances) for ministries, central agencies, and 5% of the total basic salary fund (excluding allowances) for localities to implement policies to attract and utilize talented individuals working in agencies, organizations, and units under their management. In addition, ministries, central agencies, and localities are allowed to mobilize resources according to legal regulations to implement policies to attract and utilize talented individuals working in agencies, organizations, and public service units under their management," said Nguyen Tuan Ninh, Director of the Civil Servant and Public Employee Department (Ministry of Interior).
Source: https://kinhtedothi.vn/ban-hanh-6-noi-dung-chinh-sach-thu-hut-nguoi-co-tai-nang-vao-khu-vuc-cong.html
Comment (0)