In the draft Law on Cadres and Civil Servants (amended), the Ministry of Home Affairs proposes that cadres and civil servants receive salaries and bonuses according to their job positions, in accordance with the socio-economic conditions of the country.
When civil servants change their job position, they will receive salary and related benefits according to the new job position.
This is a new point of the draft law when the Ministry of Home Affairs proposed to remove all regulations on civil servant ranks in current law, instead the Government will manage according to job positions.
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: 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.
Mr. Le Quang Trung also pointed out 5 issues to implement salary payment according to job position to become a breakthrough in recruitment, use, evaluation and treatment of civil servants; improve efficiency in each job position, ensure fairness, encourage civil servants to work, avoid waste.
First, 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.
If this job position is not done, can another job position be done or done better; clearly identify which job position belongs to each group of jobs in the civil servant job position system (leadership, management; expertise, professionalism; support, service...).
Second, each job position has its own complexity, requiring civil servants to have specific standards and conditions regarding political qualities, expertise, professionalism, working skills, health... to damfy that job position. At the same time, determine the form of the working relationship.
"In my opinion, except for some leadership and management positions, other positions are all implemented under the form of work contracts" - Mr. Le Quang Trung proposed.
Third, job positions have specific salary levels according to the complexity of the job and may have allowances for some job positions to encourage and attract; it is necessary to determine the structure of title ranks and payroll management; determine the lowest salary level in the State management area; evaluate salary payment and correlate salary levels of job positions...
Fourth, the expert said that it is necessary to have specific and qualitative criteria to evaluate civil servants performing periodic or ad hoc tasks, using work efficiency as a measure to serve as a basis for salary payment as well as whether to continue to hold a job position or not.
Finally, the organization of salary payment according to job position needs to be done seriously, resolutely, publicly, transparently, objectively and with a monitoring mechanism.
