The Ministry of Education and Training (MOET) is drafting a proposal for breakthrough policies to attract foreign experts, scientists, and overseas Vietnamese in higher and vocational education. Under the draft, the Ministry has proposed a minimum monthly salary of VND400 million to attract international experts, a record-breaking figure and a bold market-driven mindset for the public sector. 

MOET’s offer is attractive internationally: a minimum fixed salary of VND400 million per month (about $190,000–200,000 per year), an initial research funding package of VND5 billion, and premium housing support. 

A professor at a US public university earns on average about $130,000–200,000 per year but faces personal income tax rates of 25–35 percent and very high living costs. Meanwhile, under Vietnam’s proposal, experts are exempt from income tax for the first three years and enjoy much lower living costs.

Financially, Vietnam is ready to “play on equal terms” with the world. However, a “huge” salary may bring experts to Vietnam, but will it make them fully committed, especially when internal income disparities create deep divides? When a foreign expert enters with a salary 15-20 times higher than local professors and doctors (who usually receive about VND20-30 million per month), the risks of isolation, lack of cooperation, and "culture shock" are real.

Money buys presence. Countries that succeed or fail in the talent war all prove this truth.

China is a typical example of using financial power. They pay salaries higher than the US, provide millions of dollars in research funding, and allow experts to maintain their positions abroad (a part-time model).

However, there are some problems. Many scientists were investigated by the US on suspicion of espionage for China, creating concerns about legal risks.

Japan does not race on salaries (Japanese professors' salaries are lower than those in the US and Singapore), but they compete with stability and residency privileges. 

Their points-based system allows talent scoring 80 points to obtain permanent residency after just one year, with the right to bring parents, spouses, children, and domestic helpers. Japan understands that for Asians, settling the whole family is more important than a temporary high salary.

The US and Europe retain talent through academic freedom. The “tenure” system at US universities is what every professor aspires to. It not only guarantees permanent employment but also protects the right to research any topic without interference or pressure. Europe uses programs such as the Marie Skłodowska-Curie Actions (MSCA) to provide comprehensive support for experts’ families, valuing people rather than merely buying labor.

These models show that Vietnam’s VND400 million only addresses the “surface” issue of income. The “root” issues - working environment, family security, and academic autonomy, remain gaps that must be filled.

New model needed

First is autonomy. It is meaningless to pay an expert VND400 million per month while binding them with outdated administrative procedures. If purchasing laboratory equipment takes six months of tendering, talent will quickly lose motivation and leave.

Vietnam should pilot “Academic Special Zones” within universities. Here, experts (program directors or institute heads) must have “decide first, report later” authority: full autonomy over personnel, procurement, and full accountability for final outcomes.

Second is a “total package” of incentives rather than just a fixed salary. The VND400 million package should be structured flexibly. For international experts, the biggest barrier is not living costs but children’s education. International school fees in Vietnam are high (up to VND500–700 million per year). If the package includes tuition support for children and job assistance for spouses, it becomes an “anchor” that keeps the entire family in Vietnam long term.

Third is accepting the “amphibian” model. Do not expect top global professors to immediately leave positions at Harvard, Oxford, or Tokyo to relocate permanently to Vietnam. Flexibly allow them to retain overseas positions while committing to spend three to four months per year working substantively in Vietnam and leading research groups remotely. 

Fourth, and most importantly, is mission-driven engagement. The State should directly commission experts to tackle national-level challenges, such as building Vietnam’s semiconductor industry, developing solutions to saltwater intrusion in the Mekong Delta, or advancing Vietnamese-language AI.

Le Huyen