In the draft Law on Cadres and Civil Servants (amended) by the Ministry of Home Affairs, it is expected to be submitted to the National Assembly in the next May meeting, the Ministry of Home Affairs proposes Vietnam to pay salaries according to the job position. At the same time, wages are built according to the average of society and the private sector.
This proposal of the Ministry of Home Affairs has attracted widespread attention in society. Currently, the salary of civil servants and public employees who have just graduated from university is about 5.4 million VND/month. While private sector workers with the same qualifications and experience can receive a salary of 6-7 million VND/month.
If this proposal is applied, it could be a major turning point in public service salary policy, a way to relieve pressure on those working in the salaried sector of the state apparatus.
reality shows that many good and capable cadres have left the public sector to move to the private sector, receiving more deserving treatment. This situation leads to the problem: how to keep the civil servant team's spirit of dedication, instead of constantly finding job opportunities outside, or even "running" additional separate projects, creating conflicts of interest.
When benefits are improved, the state has the opportunity to retain and attract talented people, strengthening the quality of the apparatus.
The proposal of the Ministry of Home Affairs also received expectations in limiting petty corruption. It is easy to see that civil servants' salaries are too low compared to living expenses, which is often a reason (though not the only one) for many officials to illegally seek "revenue".
If the salary is standardised according to market and private levels, cadres will have more motivation to work, voluntarily behave properly, and be less tempted by out-of-flow money.
Of course, when paying civil servants' salaries according to the average of society and the private sector, there will be many issues that need to be resolved, the most important of which is transparency and fairness in implementation.
Because the private sector itself always evaluates human resources based on performance, not just seniority or qualifications. Therefore, when applying a salary mechanism equivalent to the market, the system of assessing work performance in the public sector must also change accordingly.
The classification and classification of salary levels must accurately reflect the responsibility, complexity of work, as well as the level of contribution to the organization. If leveling, if it still exists, will lose the meaning of encouraging good people.
In addition, in the mindset of "higher salary" and equal to the private sector, civil servants will also have to endure higher pressure on service quality. The working efficiency of civil servants at this time must be equal to or higher than the private sector to be commensurate with the salary received.
If we increase treatment, we must increase responsibility. People and businesses expect a professional, modern, and less bureaucratic administration. When the salary in the public sector has improved, society cannot accept the delay in handling procedures, opening the door or making things difficult for the people.
