On May 1st, according to information from the Ministry of Home Affairs, one of the important tasks that the Ministry of Home Affairs will implement in the second quarter of 2026 is to continue advising on streamlining the internal organizations of ministries, central agencies and departments and branches at the local level; streamlining public non-business units and state-owned enterprises under leadership and management.
This agency also has the task of advising and proposing to competent authorities to organize a preliminary review of 1 year of implementing the arrangement of administrative units at all levels and the operation of local governments at 2 levels.
In particular, the Ministry of Home Affairs will continue to implement the contents of salary policy reform according to Conclusion No. 83-KL/TW and Conclusion No. 206-KL/TW of the Politburo; complete the preliminary summary report on the implementation of Resolution No. 27-NQ/TW on salary policy reform and Resolution No. 28-NQ/TW on social insurance policy reform.
The Ministry of Home Affairs has consulted on the draft Decree adjusting pensions, social insurance allowances and monthly allowances; the draft Decree stipulating the base salary and bonus regime for cadres, civil servants, public employees and armed forces, which is expected to take effect from July 1, 2026.
Next, the Ministry also prepares carefully and proposes specific options for implementing salary policy reform according to the roadmap in the second quarter.
Mr. Le Quang Trung - former Deputy Director in charge of the Department of Employment (Ministry of Labor, Invalids and Social Affairs, now the Ministry of Home Affairs) - said that salary reform has a fundamental issue that the salary payment mechanism needs to be innovated in the direction of being linked to job positions and work results. This is an inevitable trend that many countries apply.
To do this, first of all, it is necessary to clearly identify each job position, with specific tasks and clear requirements, right at each job position, it is necessary to specifically determine how many tasks. Each task must be explained why it is necessary to perform this task at this job position and not another job position; issue regulations to evaluate KPI (main performance index)" - he pointed out.
This is to measure and quantify the level of goals achieved by an individual, department or organization, helping to evaluate operational efficiency in a clear, transparent and objective manner.
He also proposed to have clear, specific, and public regulations to handle cases of failure to complete tasks.
Salary reform also considers encouraging people who bring outstanding work efficiency, have many achievements and initiatives, apply new science and technology; and at the same time have worthy forms of recognition and reward to promptly encourage.
Agreeing with this view, Assoc. Prof. Dr. Tran Van Trung - Department of Public Management, Faculty of Business Administration, University of Economics and Law (Vietnam National University Ho Chi Minh City) - said that in order for salaries to truly become the main income of cadres, civil servants, and public employees, it is necessary to shift from the "salary increase" mindset to "comprehensive reform of the salary mechanism", in which the focus is on paying salaries according to job positions associated with work efficiency, along with sustainable financial resources and improving the quality of public management.
