Many major issues were clarified, ranging from the arrangement of off-budget financial funds, job position mechanisms, additional income for officials and civil servants, to the development of high-quality human resources, organizational structure, and sanctions in the capital city.
Thoroughly review the organizational structure, staffing levels, and compensation policies.
According to Duong Duc Tuan, Standing Vice Chairman of the Hanoi People's Committee, based on the consolidated opinions discussed in the delegate groups, the City People's Committee has reviewed, incorporated, and clarified many key issues to finalize the draft resolutions implementing the Law on the Capital City in 2026.
One of the issues receiving much attention is the restructuring of off-budget state financial funds and the establishment of a Capital City Bonus Fund. According to reports, Hanoi currently has 12 active funds. The draft resolution does not directly decide on the restructuring of each fund but establishes a framework of principles, criteria, and authority for practical implementation.
The City People's Committee will conduct a thorough review of asset values and outstanding debts, and develop appropriate handling plans for each fund, ensuring that there is no loss of state capital or assets and that operations are not disrupted.
Regarding the Capital City's Award Fund, the model is designed to be under the direct authority of the City People's Committee, with the Department of Internal Affairs acting as the permanent agency on a part-time basis, without creating any new organizational structure or personnel. The awarding process is conducted openly, transparently, and correctly, avoiding duplication with existing forms of emulation and commendation. Award criteria are based on the actual value of contributions, effectiveness, reach, and impact on the development of the Capital City.
Regarding job positions and staffing within the government system, the City People's Committee clarified that the draft resolution only supplements the framework list of specific civil servant positions not yet regulated by the Central Government to meet the requirements of implementing the Capital City Law. For leadership positions at the head and deputy levels, and other regular positions, the general regulations of the Government will continue to apply.
Regarding the authority to decide on staffing levels, the City People's Committee affirmed that, according to the Capital City Law of 2026, the City People's Council decides on staffing levels and promulgates the policy framework, principles, procedures, and list of specific job positions; while the City People's Committee approves the specific job positions of each unit based on the assessment of the Department of Internal Affairs. This is the implementation stage, not a transfer of authority from the City People's Council to the City People's Committee.
According to the City People's Committee, the principle for allocating personnel will be based closely on the workload, population size, and results of digital transformation; it will not be done indiscriminately or by mechanically increasing personnel. For the commune level, newly arising special positions will be compiled and submitted to the City People's Council for consideration and decision.
One issue that many delegates were interested in was the policy on additional income for officials, civil servants, and public employees. The City People's Committee stated that the payment of additional income will be linked to the City Party Committee's Regulation No. 11 on monthly evaluation using the OKR/KPI method on the HanoiWork platform starting from June 2026.
Under the new mechanism, payment will be entirely based on performance ratings with coefficients of 1.0, 0.8, and 0.5. The gap between "Outstanding Performance" and "Satisfactory Performance" is designed to be doubled to create genuine motivation and overcome the problem of equal treatment.
In addition, agencies and units are allowed to use 10% of their salary fund (excluding allowances) for extraordinary bonuses or annual bonuses based on performance evaluations and rankings.
The report also emphasized that the evaluation of officials, including those holding positions managed by the City Party Committee, will be uniformly applied using the OKR/KPI method. Achieving or exceeding the set performance criteria will be the basis for paying additional income, up to a maximum of one time their salary based on their rank or position.
According to Duong Duc Tuan, Standing Vice Chairman of the Hanoi People's Committee, the city will "closely coordinate with the City Party Committee's agencies to direct and hold the heads of departments accountable for the synchronized operation of this mechanism."
Increase flexibility in human resource management and development.
Regarding organizational structure, the Hanoi City People's Committee continues to clarify the structure of the City People's Committee members and the number of specialized agencies.
According to the draft, the City People's Committee will have 6 members, including the heads of the departments responsible for the fields of Office, Finance, Internal Affairs, and Justice; the Director of the City Police; and the Commander of the Hanoi Capital Command.
Regarding the explanation for not automatically designating all department directors as members of the City People's Committee, the City People's Committee stated that this approach aims to create flexibility and timeliness in management, ensuring the participation of agencies with a continuous role in governance, budget, legal affairs, human resources, and operational coordination.
Notably, Hanoi plans to set a maximum of 18 departments, an increase of 3 compared to the current number. According to the City People's Committee, expanding the organizational structure is necessary to concretize the 2026 Capital City Law, meet the requirements of long-term strategic development, and improve governance efficiency in the two-tiered local government model.
For the commune level, the city is assigning the Department of Internal Affairs to review and develop a plan to ensure uniformity in the naming of specialized departments throughout the city, and to study models for other administrative organizations at the commune level based on detailed scientific impact assessments to ensure interconnectedness and effective management.
Regarding the recruitment and hiring of heads of public service units and state-owned enterprises, the City People's Committee affirmed that the principle of decentralization always goes hand in hand with power control and accountability. The head of the unit entrusted with recruitment authority must bear full responsibility for the needs, results, and effectiveness of personnel utilization after recruitment.
Notably, the draft resolution has been revised to be more flexible in order to attract high-quality personnel. Accordingly, those hired to hold leadership positions are not required to be Party members; dual roles are only restricted in cases of conflict of interest, instead of being absolutely prohibited.
According to the City People's Committee, the absence of the requirement to be a Party member does not affect the Party's leadership role because the Party organization within the unit is still strengthened and ensures the full implementation of the leadership principle.
Another noteworthy point is the integration of three resolutions related to human resource development into a single resolution on the policy for developing high-quality human resources in Hanoi.
According to the City People's Committee, the new resolution ensures no duplication, no exclusion of eligible individuals, and allows beneficiaries to receive the highest possible support level at the same time.
For training highly skilled human resources, the city plans to allocate approximately 15 billion VND annually to the public sector and about 212 billion VND annually for a program to train 1,000 postgraduate students. The support levels are calculated based on the minimum wage in Region I, ensuring budget balance and increasing competitiveness in attracting talent.
Regarding security, public order, social safety, and road traffic, the City People's Committee stated that the proposal to increase fines by 1.5 to 2 times for certain offenses was considered based on the nature of the violations and the feasibility of enforcement. The city also widely solicited opinions through the electronic information portal and social feedback, with the majority agreeing with the draft's content.
According to the Standing Vice Chairman of the Hanoi People's Committee, Duong Duc Tuan, the process of receiving and revising the draft resolutions was carried out in a way that ensured both legal rigor and created flexibility for Hanoi to leverage its special mechanisms under the Capital City Law, meeting the development requirements of the new phase.
Source: https://hanoimoi.vn/hoan-thien-co-che-dac-thu-cho-phat-trien-thu-do-1160506.html
