Management of civil servants by job position
One of the notable contents proposed by the Ministry of Home Affairs in the Draft Law on Cadres and Civil Servants (amended) is the regulation on management of civil servants according to job positions, removing current regulations on ranks and levels.
Speaking with Lao Dong, Mr. Le Quang Trung - former Deputy Director in charge of the Department of Employment, Ministry of Labor, War Invalids and Social Affairs (now Ministry of Home Affairs) assessed that paying salaries according to job positions is an inevitable trend that has been and is being implemented by many countries, having a very positive impact on many aspects.
This is considered a breakthrough in recruitment, use, evaluation and treatment of civil servants; improving efficiency in each job position, ensuring fairness, encouraging civil servants to work, avoiding waste. Therefore, according to Mr. Le Quang Trung, the above proposal is very accurate and correct, and needs to be implemented immediately.
"The problem is, we must correctly identify for each job position, a job position that needs to build each specific task and each task must explain why this task is necessary..." - Mr. Trung proposed.
Mr. Nguyen Tien Dinh - former Deputy Minister of Home Affairs - said that in the past, ministries, branches and localities have basically approved the job position plan but it is still heavy in form and not quality. "We are managing civil servants according to the profession model, that is, after a person is recruited as a civil servant, he/she will receive a salary based on the basic salary multiplied by the salary coefficient, then after an average of 3 years it will increase to one level. If they are assigned to hold leadership positions and titles, civil servants will receive an additional salary coefficient for responsibility" - Dr. Nguyen Tien Dinh clearly stated.
This leads to the story of "living longer and getting old" - civil servants work longer, due to the series of many salary increases leading to higher salary coefficients and salary levels or a job that many people work over and over.
Linking salary payment with the assessment mechanism
Meanwhile, according to Mr. Pham Minh Huan - former Deputy Minister of Labor - Invalids and Social Affairs (now the Ministry of Home Affairs), in the private sector, salary payment according to job position has been implemented for a long time, such as the director receiving director's salary, the department head receiving department head salary, and employees receiving employee salary. Therefore, for the public sector, Mr. Pham Minh Huan said that it is necessary to study and implement it soon.
When implementing salary according to job position, it is necessary to start from work and then divide the personnel, not from the personnel to divide the work. It is necessary to determine how many units, how many jobs a unit has, how many people are needed for one job, then rearrange personnel, cut down and transfer to the right job position. This model is operated very well by many countries.
"We must clearly identify that paying salaries according to job positions is essentially streamlining the payroll, even attracting talented people to the apparatus to change. Along with that, it is necessary to link salary payment with the mechanism for evaluating cadres and civil servants. This is very difficult but we must be determined to do it, must build an assessment method and do it" - Mr. Pham Minh Huan shared.
According to this expert, people who work poorly will have their salary reduced, and those who work well will have their salary increased. Currently, we mainly evaluate civil servants associated with bonuses. But the important thing is to assess that cadres, civil servants and public employees must be linked to salaries. Thus, the new salary reform is in-depth and truly successful.
