Bảo đảm công bằng giữa viên chức và lao động hợp đồng trong bối cảnh tự chủ đại học: Khung chính sách hiện hành, thách thức và kinh nghiệm quốc tế

Tóm tắt

In the current Vietnamese context, university autonomy is an inevitable trend that increases financial, organizational, and personnel discretion for public institutions but raises the requirement to ensure fairness between public employees and contract workers. Since 2019, new regulations have expanded new hiring under fixed-term contracts, while those already in permanent posts remain secure, creating two “career tracks.” The gap between the state salary scale and negotiated pay leads to income disparities for equivalent work; promotion opportunities are disadvantageous for contract employees. International experience emphasizes transparency, oversight of short-term contracts, the adoption of 3-5-year contracts, and pathways into stable positions. The study proposes: a unified performance evaluation system; equal pay for equivalent work; expanded professional development and promotion; and a mechanism to convert qualified contract employees into stable positions. These solutions help attract and retain talent, improve quality, and reconcile flexibility with equity for sustainable development.