Policies need to be reformed to retain and attract talented lecturers.

GD&TĐ - Compared to the requirements of higher education reform, the current teaching staff still falls short in terms of quality and is not adequately compensated.

Compensation is not commensurate with the demands of educational reform.

Speaking at the 2025 Higher Education Conference, Mr. Vu Minh Duc, Director of the Department of Teachers and Educational Management Staff (Ministry of Education and Training), said that according to statistics from the industry database, the country currently has nearly 86,000 full-time university lecturers, of which more than 70,000 work at public institutions.

This team comprises nearly 750 professors, over 5,900 associate professors, more than 30,000 PhDs, and nearly 50,000 master's degree holders. Over the years, the number of lecturers has increased rapidly, and their quality has gradually improved, partly aligning with international standards.

However, compared to the demands for higher education reform and the trend of globalization, this situation remains limited. The teaching staff has not yet fully met the requirements for development in both teaching and scientific research. The current remuneration system is also not attractive enough to retain talented individuals or attract reputable scientists from both within and outside the country.

Mr. Vu Minh Duc – Director of the Department of Teachers and Educational Management Staff (Ministry of Education and Training) presented a paper at the 2025 Higher Education Conference.

Many policies have been implemented, but their effectiveness has been limited.

According to Mr. Duc, in recent years, the State has issued many important policies aimed at developing the teaching staff: standardizing qualifications, regulating working conditions, expanding doctoral training, encouraging scientific research, improving salaries, income, and working environment. However, in reality, these policies still reveal many shortcomings.

The working regime stipulated in Circular 20/2020/TT-BGDĐT is open and grants autonomy to higher education institutions, but it is limited in terms of converting standard hours. This discourages scientific research and makes it difficult to retain talented lecturers.

The current salary and allowance policy applies generally to civil servants in public service units according to Decree 204/2004/ND-CP, with coefficients ranging from 2.34 to 8.0 depending on rank.

In addition, lecturers receive a professional incentive allowance of 25–45% depending on the category, along with a seniority allowance of 5% or more after 5 years of service. However, this income level is still not commensurate with the workload and professional requirements.

The policy on professional training and development has implemented many projects such as 322, 599, 911, and most recently, 89, to support lecturers in pursuing master's and doctoral degrees both domestically and internationally. Some universities also provide support for tuition fees, living expenses, and participation in scientific conferences. However, the percentage of lecturers participating in training remains very low, mainly due to insufficient support and a lack of adequate attention from many higher education institutions.

The initial scientific research policy affirms that research is a mandatory task, while also opening up numerous funding and support programs from the grassroots to the national level. Some universities have reward mechanisms for faculty members with international publications and support for attending conferences. However, major difficulties remain the lack of financial resources, limited research funding, and complex procedures.

Working conditions for lecturers have improved as many universities invest in laboratories, research labs, and provide housing support, especially for young lecturers. However, the promotion and appointment mechanisms remain bureaucratic, inflexible, and not closely linked to quality, making it difficult to create long-term motivation.

Talent attraction policies have already been implemented by some universities and localities, such as initial grants, housing support, favorable research conditions, or special admissions for leading scientists and those with high academic ranks. However, these policies are generally not competitive enough internationally, making it difficult for Vietnam to attract and retain talented experts.

New graduates of the Foreign Trade University on their graduation day.

Policy innovation to create breakthroughs.

Mr. Vu Minh Duc emphasized that, in order to meet the development requirements in the context of integration and digital transformation, policies for university lecturers need to be strongly reformed. First and foremost, shortcomings in working conditions, salaries, and benefits must be addressed, while creating favorable conditions for lecturers to develop their careers.

On the one hand, it is necessary to increase investment and support for postgraduate training, expand research opportunities, create a substantial science and technology development fund, and reduce administrative procedures. On the other hand, policies must encourage the attraction of talent from both within and outside the country through flexible incentive mechanisms that are commensurate with their abilities and contributions.

"Retaining and attracting talent is a key factor determining the quality of higher education in Vietnam. Only when lecturers are adequately compensated and have a favorable working environment will they truly dedicate themselves wholeheartedly to teaching and research, thereby contributing to improving the quality and standing of higher education in our country," Mr. Duc emphasized.

New students enroll at the University of Trade Unions.

Resolution 71-NQ/TW of the Politburo emphasizes:

- 20% of the total state budget expenditure is allocated to education.

- Invest in 3-5 elite universities, modeled after world-class research universities.

- Priorities: high-quality faculty, modern facilities, and an international academic environment.

- Requirement: Transparency and accountability in budget allocation and utilization.

- Encourage the socialization of education, mobilizing resources from businesses, scholarship funds, and the community.

- Objective: To train top-tier human resources, promote innovation, and elevate the global standing of Vietnamese education.

Source: https://giaoducthoidai.vn/can-doi-moi-chinh-sach-de-giu-chan-va-thu-hut-giang-vien-gioi-post749144.html