No change to civil servant salary table until salary reform

The civil servant salary scale will not be changed until salary reform is implemented. — Minister of Home Affairs Pham Thi Thanh Tra stated that the current salary scale for civil servants will continue to be applied based on job positions prior to salary reform. (Photo: Pham Dong)

Continuing the 10th Session, on the morning of October 22nd, Minister of Home Affairs Pham Thi Thanh Tra, authorized by the Prime Minister , presented the draft Law on Public Employees (amended).

The draft law has reformed the recruitment, employment, and management of civil servants based on job positions.

Firstly, the management and utilization of civil servants should be based on job positions, clearly stipulating that the recruitment, management, placement, and utilization of civil servants must be based on the requirements of the job position and the competence and effectiveness of the civil servant in performing their duties; there should be no examinations or assessments for promotion to higher professional titles for civil servants.

Reforming the recruitment of public employees by clearly defining competitive examination methods, open and equal selection processes, and methods for accepting high-quality human resources. Public service units should proactively choose recruitment methods suitable to their industry and field of activity, aiming for a professional and modern management model.

For civil servants and public employees transferring to work at a new public service unit, the transfer procedure must be followed.

Expanding the rights of civil servants by stipulating the conditions under which they may sign contracts to perform professional activities at public service units other than the public service unit where they currently work, or at other non-public agencies, organizations, or units.

Officials working in public science and technology organizations and public higher education institutions may participate in contributing capital, managing and operating businesses, working in businesses established by those organizations, or participating in establishing businesses to commercialize research results created by those organizations, with the approval of the head of the organization.

In cases where the managerial official is the head of a public science and technology organization or a public higher education institution, the approval of their direct superior is required.

The regulations should be supplemented to encourage and protect civil servants who are innovative, daring to think, daring to act, daring to make breakthroughs, and daring to take responsibility for the common good.

Reforming the mechanism for determining job positions by clearly defining three groups of job positions in public non-business units, including: Management positions (leadership and management positions appointed according to the regulations of the Party and the law).

Professional and technical positions in each specialized field at public non-profit organizations (these positions must meet the standards and conditions of the Ministry managing the specialized field).

Support positions (including shared positions used to support the operation of public service units such as finance, accounting, human resources, office administration, etc.), excluding service positions such as drivers, security guards, janitors, etc.

Implementing digital technology and building a national database on civil servants will ensure openness and transparency in the evaluation, management, and development of the civil servant workforce.

The draft Law on Public Employees (amended) adds provisions for the interconnection of resources between the public and private sectors, aiming to create a mechanism to attract and utilize high-quality human resources to work in the public sector.

The implementation of salary and bonus policies based on job positions for civil servants will continue according to the current salary scale until salary reform is implemented in accordance with Resolution No. 27-NQ/TW.

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