Salary and allowances have long been a matter of concern to society, closely linked to the lives of millions of cadres, civil servants, public employees, and armed forces. However, the old mechanism with its coefficients and allowances is no longer suitable, overlapping, and outdated, making this policy not really a motivation for them to contribute.
In the context of implementing the revolution of streamlining the organization and operating the 2-level local government, reviewing and developing new salary and allowance policies has become urgent. With the new model, the structure of job positions has changed, leading to changes in the responsibilities and scope of work of officials. When streamlining the focal points, many positions are rearranged, if the old allowances are still kept, inequality will arise when people do the same work but receive different regimes, or people who work a lot receive less, and people who work less receive more.
In formulating new policies, the core is to ensure the element of “fairness”. Fairness does not mean equal distribution but rather a reasonable allocation according to job position, job nature, and regional conditions. Teachers in mountainous and disadvantaged areas, doctors and nurses in coastal and island areas, border guards who work day and night with the people and border areas, scientific researchers who have made special contributions to the community and the country... must have appropriate remuneration.
It is the necessary fairness to retain talented people, people who are dedicated to their work and encourage those who have made special contributions. This contributes to building trust among staff that their efforts and contributions are properly recognized, and people believe that the budget is used for the right purpose, with efficiency and responsibility.
This is also set in the context of implementing the Law on Organization of Local Government in 2025, the Law on Employment in 2025, with the basic and important issues of using and evaluating cadres according to the principle of "incoming, outgoing, up and down". At the same time, the payment of salaries and allowances is linked to job positions, public service responsibilities and the evaluation of results according to KPIs with clear criteria, clear output, service quality, satisfaction level..., so that there is no longer a scene of cadres "going to work with an umbrella in the morning and returning with an umbrella in the afternoon".
Reality in Ho Chi Minh City has proven that allowances linked to work efficiency are completely feasible when applying the policy of paying additional income to non-professional workers at the commune, ward and hamlet levels based on work efficiency. These people are not on the payroll but receive allowances for qualifications, public service, and insurance equivalent to civil servants, ensuring that there is no situation of "doing the same work but receiving different benefits".
Another example is Khanh Hoa province, which is the leading province in the country in applying the KPI system to evaluate cadres, civil servants, and public employees; salary and bonus payments are based on position, results, and work efficiency... This creates motivation and changes the working mindset of cadres in a positive, transparent, and responsible direction.
Thus, salary reform is no longer about “changing the scale” but also about changing the way the whole apparatus operates, using results as a measure, increasing service efficiency. This will be a major reform, not only in terms of salary but also in terms of the trust of cadres, civil servants, and public employees in the policy as well as the trust of the people in the apparatus. When the remuneration policy is implemented in the spirit of transparency and fairness, it is proof of a constructive, people-oriented state.
Source: https://www.sggp.org.vn/minh-bach-cong-bang-tu-tien-luong-va-phu-cap-post812484.html
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