'Clearing the way' to attract talent to help science and technology "take off"

Dr. Tran Van Khai: Resolution 57-NQ/TW of the Politburo states that the development of science and technology, innovation and digital transformation are the “decisive factors” to develop the country into a strong nation in the new era. The resolution points out the inherent limitations: Institutions and policies do not meet requirements, and high-quality human resources are still lacking.

To realize this strategic policy, at the 9th Session of the 15th National Assembly, a series of laws were passed to create a breakthrough legal framework for science and technology development.

Among them, the most prominent are the Law on Science, Technology and Innovation 2025, the Law on Digital Technology Industry 2025, the Law on Employment (amended) 2025 and the Law on Teachers 2025 - documents that lay the foundation for the mechanism to attract talent and the special position of "chief engineers" in the country's science and technology system.

*Training, attracting and utilizing talent is a strategic and urgent task.*

The spirit of vigorously implementing Resolution 57 spread from the Central to the Government. On August 26, 2025, the Government issued Decree No. 231/2025/ND-CP regulating the selection and use of chief engineers and chief architects for science, technology, innovation and national digital transformation.

In which, it clearly states: Applying innovative and flexible policies and regimes for chief engineers and chief architects, commensurate with the quality of products and work, creating motivation for chief engineers and chief architects to dedicate and contribute to the cause of science and technology development, innovation and digital transformation of the country.

The series of policies from Resolution 57 to recent laws and directives show a consistent policy vision: For science and technology to truly become a breakthrough driving force, it is necessary to remove human bottlenecks. These “beyond-the-frame” incentives and the mechanism of “ordering” talent this time are the solution to the long-standing problem of brain drain.

Now, a leading expert returning home can receive a commensurate income, have housing and a favorable working environment, and have their rights protected by law. They also have the opportunity to be assigned the highest responsibility, becoming a chief engineer leading projects with national significance. This is a golden opportunity to attract a generation of global Vietnamese intellectuals and international experts to join hands to help Vietnamese science and technology take off.

Of course, the challenges ahead are not small. The new policy needs to be implemented resolutely and transparently, selecting the right people with “heart and vision”. The specific mechanism requires synchronous coordination between ministries and branches: from the Ministry of Home Affairs, Ministry of Science and Technology, Ministry of Finance, Ministry of Education and Training to the Ministry of Public Security (on immigration).

But with high political determination and consensus from the National Assembly, administrative barriers are gradually being removed to pave the way for talent, as stated in the spirit of Resolution 57: Science and technology development must be carried out "resolutely, persistently, synchronously, consistently, and long-term".

For the first time, we have a complete policy ecosystem - from education and training, attracting and using talents, to using talents for important tasks - all are ready. The goal of attracting 100 leading experts is just the beginning of a new "era of growth" of Vietnamese science and technology.

Dr. Tran Van Khai: The policy of “special treatment” to recruit outstanding talents, especially Vietnamese experts abroad and international experts, is an important highlight of this series of reforms. The message from the top leadership is very clear: We must overcome the usual barriers of salary, housing, and working environment to attract talents to contribute to the country.

The specific goal is to attract at least 100 of the world's leading experts in key fields to work in Vietnam in the coming time, creating a strong "push" for the domestic science and technology ecosystem.

Opening the door to attract overseas Vietnamese and foreign experts — M *opens wide the door to attract overseas Vietnamese and foreign experts*

The new legal framework allows for unprecedented incentives. The Law on Science, Technology and Innovation 2025 for the first time stipulates that the State has preferential and specific mechanisms to attract and utilize domestic and foreign science and technology talents.

Specifically, the law has a separate article on attracting and using talents (Article 54), stating: In addition to general incentives, the State has a "special preferential policy" for science and technology talents through financial and non-financial incentives, working conditions, and housing arrangements; at the same time, creating opportunities for long-term career development, attracting talents from abroad and ensuring social security for talents and their families.

This is an important legal basis for designing "beyond salary" compensation packages, from agreed salaries higher than the State ceiling, to providing public housing and a superior working environment - as required by the General Secretary.

The law also opens the door for overseas experts and foreign experts. Clause 7, Article 55 clearly stipulates: Experts and scientists who are Vietnamese residing abroad and abroad during their working time in Vietnam enjoy all the same rights as domestic scientists, with preferential treatment in terms of income, working conditions, immigration, residence, housing and other incentives according to the law. In other words, “global experts” coming to Vietnam can rest assured about visa procedures, accommodation, working environment and income commensurate with their qualifications.

The law even allows science and technology organizations to use their mission budget to hire domestic and foreign experts at agreed remuneration levels, meaning they are not limited by the usual administrative salary framework. This is an important breakthrough, removing the inherent “bottleneck” in the treatment of talents in the state sector.

In addition to the Law on Science, Technology and Innovation, the Law on Digital Technology Industry 2025 also sets out a bold human resource policy in the digital field. The law emphasizes the training and development of digital technology human resources, and at the same time “has a special incentive mechanism to attract and promote high-quality digital technology industry human resources and digital technology talents”.

This means that the State will provide outstanding incentives (on taxes, credit, land, research environment, etc.) to invite good experts in artificial intelligence, semiconductors, cyber security, etc. to participate in "Make in Vietnam" projects.

The law also provides the highest incentives to promote research, development and application of artificial intelligence technology and outstanding incentives for the development of the semiconductor industry - areas that need to attract the world's leading scientific and technological "locomotives".

In parallel with building a “bridge” to bring experts back to the country, the new policy also focuses on developing domestic human resources in a sustainable manner. The revised Law on Employment 2025 has added a series of regulations to support job creation and vocational skills development in the fields of science, technology, innovation, digital transformation, etc.

Specifically, the law requires the establishment of a national job exchange connecting labor supply and demand, including connections with overseas workers, thereby making it easier to attract overseas Vietnamese talents to return to work in the country. Labor registration and the construction of a database of "correct, sufficient, clean, and living" workers are legalized, creating a foundation for managing high-quality national human resources and having appropriate regulatory policies.

Equally important, the new Employment Law also encourages the private sector to participate in training and recruiting science and technology human resources, thereby mobilizing the whole society to search for and retain talent.

On the other hand, improving the “input” quality of human resources is also a focus. The recently passed Law on Teachers 2025 has established unprecedented policies to attract talented people to the education sector - because talent only flourishes on the basis of excellent education. For the first time, teachers' salaries are stipulated to be “ranked highest in the administrative career salary scale system”.

This demonstrates the respect for the teaching profession and is a breakthrough to attract excellent students to choose teaching over other fields. In addition to salaries, the Law on Teachers also provides special allowances and capacity development support to attract talent, improve foreign language skills and apply digital transformation in teaching. It can be said that from general education to top scientific research, a comprehensive policy ecosystem is being formed to nurture and gather talent for the country.

Dr. Tran Van Khai: The concept of "chief engineer" - often compared to the "commander-in-chief" of large projects - is now officially recognized by law in the field of science and technology.

Article 53 of the Law on Science, Technology and Innovation 2025 stipulates: When necessary, competent authorities may appoint a “chief engineer” - a person “with prestige, experience and outstanding capacity” - to preside over the implementation of particularly important scientific and technological programs and tasks.

These could be large-scale, interdisciplinary, and strategically significant national science and technology programs for socio-economic development. In other words, the “chief engineer” will be the “captain” with the highest command of science and technology in national-scale projects.

The law gives the chief engineer a very broad mandate and authority to ensure that he or she can lead the project to success. The chief engineer will develop and be responsible for the overall architecture and technological roadmap of the program; have the authority to decide on strategic technical issues, resolve complex technical problems; approve major design changes; provide technical guidance to related tasks and units; and even have the right to reserve scientific opinions and report directly to the highest level if there are any material differences.

*Must overcome common barriers of salary, housing, working environment to attract talents to contribute to the country*

The Chief Engineer is personally and fully responsible to the competent authority for the technical and technological results of the program, that is, "dare to think, dare to do, dare to take responsibility" for his/her breakthrough initiatives.

In order for the “chief engineers” to devote themselves wholeheartedly, the law also grants appropriate privileges. Clause 4, Article 53 clearly states: in addition to the same incentives as all individuals in science and technology (stipulated in Article 55.1), chief engineers also enjoy outstanding incentives during the entire period of performing their duties.

Specifically, they will “enjoy special preferential salaries and allowances according to the agreement; be provided with official housing from the state budget; be provided with official transportation; and the state will ensure social security for the chief engineer and his family.” This is a very new point: Salaries and allowances are not limited by the state coefficient, but are agreed upon based on talent and contribution - demonstrating special respect. At the same time, housing, official vehicles, and family security are all taken care of, helping them to concentrate on their tasks.

The authority of the chief engineer in terms of personnel and finance is also expanded to the maximum. They are proposed to mobilize human resources from relevant scientific organizations to participate in the task; are proactive in selecting, mobilizing, and using human resources within the scope of the program; and especially, are allowed to hire domestic and foreign experts with agreed remuneration from the project budget.

Thus, the chief engineer can gather the most elite team to serve the goal - including inviting international experts with appropriate remuneration. Financially, they have full authority to decide on the use of allocated funds, including directly purchasing technology, products, and technical know-how from abroad at agreed prices if necessary for the project.

The State also provides financial support for the chief engineer to conduct surveys and exchange scientific knowledge with foreign scientists to update the latest technology. Clearly, the law has “given the sword and shield” to the chief engineer: both granting special powers and ensuring a solid rear, creating all favorable conditions in terms of resources.

Not only on paper, the determination to build a team of "chief engineers" has been strongly promoted by the Party and State leaders. The goal is to find individuals who are "truly excellent, virtuous, talented, and prestigious", and give them "enough authority and resources to gather forces, lead, and take the highest responsibility" for the success of national strategic programs. Legendary examples in the history of Vietnamese science such as Professor Tran Dai Nghia, Ton That Tung, Luong Dinh Cua... are mentioned as evidence of the "locomotive" role of talented people when given great missions.