Civil servants will be paid more in the direction of 'work more, get more, work less, get less'

Today, the National Assembly will vote to pass the Law on Cadres and Civil Servants (amended). Before the vote, the Government has made a report explaining and accepting the opinions of the delegates.

Step by step to solve income inequality

During the discussion, there were suggestions to review and improve regulations on the rights of cadres and civil servants, including fair salary and bonus policies linked to performance and working conditions.

The Government said that the draft law has added the right of civil servants to enjoy other incomes based on the results and products of the job position held, in accordance with the socio -economic development conditions of the country.

Based on this regulation, the Government will direct competent authorities to conduct research to regulate expenditure norms (other than salary expenditure) according to products for each job to ensure that the income of civil servants is linked to results, efficiency and labor productivity.

This also motivates civil servants to improve work quality on the basis of ensuring the principle of income commensurate with the value of labor, "work more, get more, work less, get less", gradually solving the problem of income inequality.

There is a proposal to increase the number of days off per year for civil servants and to be able to accumulate the number of days off throughout the working period.

The Government stated that the number of annual leave days must be implemented in accordance with the provisions of the Labor Code to ensure a common ground and harmony between the public and private sectors.

Interconnection in personnel work between the public and private sectors

There are suggestions to study regulations to ensure connectivity in personnel work, especially between the public and private sectors.

The Government said that ensuring connectivity in personnel work between agencies in the political system and attracting high-quality human resources from the private sector to the public sector is a major policy of the Party.

This content has been shown in the provisions of the draft law on the mechanism for attracting high-quality human resources and policies for talented people in public service.

The regulation allows the application of the form of receiving civil servants in some cases of recruiting talented people from the non-public sector; signing contracts with typical and excellent businessmen, experts, scientists, jurists, and good lawyers to perform the duties of the position of civil servant leader, manager, and signing contracts with people belonging to the high-quality human resources, people who meet the professional and technical conditions to perform the duties of the position of civil servant.

In addition, accept qualified, eligible, experienced people who are working in agencies in the political system but are not civil servants.

During the implementation process, the Government will continue to institutionalize and urge ministries, branches and localities to resolutely implement the above policy.

3 principles of evaluation

There are suggestions to clearly define specific quantitative criteria as a basis for evaluating and classifying quality; to specifically stipulate the output products of the work...

In response to the opinions of National Assembly deputies, the Government has directed a review and overall revision of the regulations. Accordingly, civil servant evaluation includes four contents: evaluation principles, evaluation authority, evaluation methods and evaluation contents.

In particular, 3 evaluation principles are specifically identified: ensuring democracy, publicity, fairness, transparency, objectivity, consistency, continuity, and multi-dimensionality; maximum quantification of progress and quality of results and specific products associated with job positions applying science and technology, digital transformation in monitoring, evaluating, and classifying the quality of civil servants.

The assessment will be carried out through: regular, continuous, multi-dimensional quantitative monitoring and evaluation using specific criteria linked to the progress and quality of results and output products for each job position and annual quality assessment and classification.

There are opinions suggesting to clearly distinguish the management of civil servants according to the career model or the job position model, ensuring feasibility in the implementation process; adding factors of work results and specific products associated with the job position. Some opinions suggest to clearly distinguish the content of the job position to avoid confusion with the civil service rank.
Regarding this, the Government said that the draft law did not continue to define job positions as jobs associated with titles, positions, structures and civil servant ranks as in the current Law.
Accordingly, civil servant ranks are determined to be only a technical tool to determine ranks and professional qualifications; working in a job position will be classified into the corresponding rank.
The standards and conditions of civil service ranks will be shown in the competency framework associated with each job position, while reviewing and specifying other details about job positions in implementing documents, as a basis for deployment and implementation.

Source: https://baonghean.vn/cong-chuc-se-duoc-tra-them-luong-theo-huong-lam-nhieu-huong-nhieu-lam-it-huong-it-10300268.html