The Ministry of Justice (MOJ) has released appraisal documents for a draft Government decree on policies to attract and utilize talented individuals working in agencies, organizations, and units of the Communist Party of Vietnam, the State, the Vietnam Fatherland Front, and socio-political organizations.

The draft, prepared by MHA, is expected to take effect on July 1.

Regarding applicable subjects, the draft proposes that, in addition to cadres, civil servants, and public employees, the policy would also apply to experts, leading scientists, managers, corporate executives, and highly qualified professionals in various fields, including both Vietnamese citizens and foreigners.

The group of experts and scientists includes: leading experts and scientists; highly qualified professionals in strategic, key, and important sectors; experts, managers, and corporate executives currently or previously working at leading Vietnamese and international enterprises and organizations; legal scholars, jurists, and outstanding lawyers; young scientists under the age of 47 holding the academic titles of professor or associate professor; and outstanding graduates.

Compared with current regulations, the draft adds young scientists under 47 years old holding professorships or associate professorships, as well as legal experts, jurists, and highly qualified lawyers.

Regarding standards and conditions for talent attraction and utilization policies, the draft decree revises and supplements criteria for different target groups.

Specifically, for outstanding graduates, the draft clarifies that eligible candidates include those graduating with honors or above from reputable universities worldwide at undergraduate or postgraduate level. At the same time, the draft removes young scientists holding doctoral degrees or specialized medical and pharmaceutical qualifications obtained from domestic institutions from this category.

For leading experts, scientists, and highly qualified professionals in key and strategic sectors, the draft adds conditions related to awards, research projects, work achievements, inventions, and innovations.

For experts, managers, corporate executives, legal scholars, jurists, and lawyers, the draft supplements requirements concerning professional experience and years of service.

Regarding implementation principles, the draft changes the principle of “annual evaluation” to “regular and continuous evaluation” in line with Regulation No. 366 of the Politburo on reviewing, assessing, and classifying collectives and individuals within the political system.

The draft also stipulates that individuals recruited as civil servants or public employees must commit to serving for a minimum period at the recruiting agency or organization in accordance with regulations issued by competent authorities.

Notably, the draft devotes an entire chapter to policies aimed at attracting talent.

Regarding recruitment incentives and one-time recruitment support allowances, the draft clarifies preferential recruitment mechanisms and incentive levels for each target group.

Outstanding graduates would be recruited through direct selection and receive an additional allowance equal to 150 percent of their salary each year for five years from the date of recruitment.      

Leading experts, scientists, managers, corporate executives, and highly qualified professionals would be directly appointed and receive an additional allowance equal to 300 percent of their salary for five years from the date of recruitment.

As for additional allowances for talented cadres, civil servants, and public employees, the draft proposes that talented personnel may receive a one-grade salary increase beyond the normal scale and an additional monthly allowance equal to 300 percent of their current salary coefficient.

Young experts and scientists, after recruitment, may be considered for appointment to leadership or management positions suitable to their capabilities or assigned to positions ranked as senior experts, senior specialists, or equivalent. If they do not yet fully meet the requirements for such positions, the head of the relevant agency must create conditions for them to complete the necessary qualifications and standards.

Outstanding graduates, after recruitment, who achieve excellent performance for two consecutive years may be considered for acting appointments as deputy heads of divisions or equivalent positions (in agencies with division structures), or deputy directors-general or equivalent positions (in agencies without division structures), without having to meet requirements related to years of service, planning status, or political theory qualifications.

After one year of serving in an acting leadership or management role, competent authorities will assess and consider official appointment based on the needs of the agency or organization.

Tran Thuong