In reality, a number of civil servants still adopt a complacent mindset, lacking responsibility and motivation for innovation. Meanwhile, the mechanisms for performance evaluation remain inadequate. Performance reviews are often superficial, lacking clear and measurable criteria. At the same time, salary schemes are mainly based on seniority and job title, rather than actual productivity and job quality. The “lifetime tenure” mentality means that once individuals secure permanent public positions, many lose the drive to improve, leading to stagnation and inefficiency.

In response, on the morning of June 24, the National Assembly passed amendments to the Law on Cadres and Civil Servants. A key change in the revised law is that public employees will now receive salaries, bonuses, and other income based on the outcomes and deliverables of their job positions. This is seen as a breakthrough aimed at enhancing accountability and performance in the public sector.

Under the new regulation, the government will instruct relevant agencies to develop a pay-for-performance mechanism and define non-salary allowances specific to each position. This ensures that income is closely linked to work efficiency and productivity. Notably, civil servants who fail to meet job requirements or deliver satisfactory results may be reassigned to lower positions or even dismissed by competent authorities.

Ending the “less work, more pay” mechanism is not only essential for streamlining and improving the efficiency of public administration, but also demonstrates a strong commitment to building a professional, transparent, and service-oriented civil service that truly serves the people and national development. This reform also marks a significant step forward in public sector salary reform, moving toward a fairer, more transparent, and results-driven work environment.