To enhance the effectiveness and substance of the emulation and reward system, the Ministry of Home Affairs has proposed new forms of performance-based incentives, including monetary bonuses and additional leave.

After reviewing compensation, reward, and disciplinary systems from various countries, the ministry has put forward several recommendations to be included in the amended Law on Cadres and Civil Servants, which is expected to be submitted to the National Assembly during its May session.

According to the ministry’s research, civil servant salary structures in many countries typically include salary, bonuses, and allowances (such as for travel, housing, or remote area assignments), without position-based allowances - since salaries are determined based on job roles. Salaries are generally benchmarked against the average income of both the general public and the private sector.

Therefore, the ministry proposes that Vietnam adopt a job-based pay system to ensure a decent standard of living for civil servants, reduce the need for side jobs, and help prevent corruption. The pay level should be calculated based on the average wages paid by the private sector to employees. Such a system, it argues, would help civil servants feel secure in their roles, reduce corruption, and prevent brain drain from the public to the private sector.

In terms of reward mechanisms, except for China, most countries do not rely on commendation certificates for individuals and organizations. Instead, they use tangible incentives, including cash bonuses - amounting to 10–20% of a civil servant's current salary - and additional days off.

In the United States, for instance, the President’s commendation is a form of recognition. Agency heads may grant cash bonuses for achievements such as outstanding innovations, significant contributions to efficiency or cost savings, or extraordinary public service actions related to one’s job.

Based on this, the ministry suggests that Vietnam enhance the practicality and motivational value of its reward system by adopting performance-based bonuses in the form of cash and paid leave. This would better reflect work performance and stimulate motivation among civil servants.

On disciplinary procedures, countries generally establish clear frameworks, including measures such as warnings, reprimands, salary deductions, demotions, suspensions, dismissals, and expulsion. When a violation or complaint is reported, the head of the agency forms an investigative committee.

In cases involving multiple agencies, a Civil Service Commission may establish an independent investigation committee to examine violations by civil servants.

The ministry argues that Vietnam should consider setting up similar investigative committees. Currently, disciplinary investigations are often handled by Party committees, inspectors, or HR departments, which may lack the professional expertise required for thorough inquiries.

The ministry also recommends that Vietnam expand its disciplinary measures to include salary deductions, demotions, or suspensions in cases involving mental or physical disorders or criminal prosecution.

Regarding retirement age, most countries set the standard retirement age between 60 and 65. In certain high-skill, technical, or advisory fields, this may be extended to 75 years.

Some countries also allow early retirement if civil servants have fulfilled their years of service and wish to retire early for personal reasons such as starting a business or caring for elderly parents or children.

The ministry suggests Vietnam study international models to include early retirement options and allow retirement up to age 70 in fields requiring highly specialized or expert roles.

Nguyen Thao