Addressing persistent physician shortages in disadvantaged and remote regions requires targeted financial incentives, specialized clinical training projects, and sustained improvements to local healthcare infrastructure, VietNamNet reported. Governments and health authorities are deploying policies like preferential allowances and specialized postgraduate training to retain doctors in mountainous and ethnic minority areas.
Doctor Giang A Senh now works for Si Ma Cai General Hospital, helping narrow regional disparities in healthcare access through professional support and remote consultations. From training local staff to transferring medical techniques, multiple interventions are underway to bridge the gap between central and remote facilities.
For ethnic minority residents in isolated regions, reaching provincial or central-level hospitals involves long, arduous journeys and heavy financial costs. Nguyen Tien Trung, an obstetrics doctor born in 1993 who graduated from Thai Binh University of Medicine in 2018, returned to Muong Lat in Thanh Hoa Province to serve the community where he went to high school.
After finishing basic surgery, he joined Project 585 in 2021 to earn a Level I specialist qualification in obstetrics, becoming the youngest doctor at his hospital to hold the title at that time.
Training Doctors and Improving Infrastructure to Support Local Care
- Specialist Deployment: Programs like Project 585 train doctors in specific fields such as obstetrics, internal medicine, and emergency care so they can perform complex procedures locally without transferring patients.
- Infrastructure Gaps: Having trained medical personnel is insufficient if clinics lack basic surgical tools, supplies, and equipment necessary to deliver proper care.
- Financial Retention: National decrees and local initiatives use increased monthly support and occupational allowances to encourage physicians to remain in remote postings.
Addressing Staffing Deficits Through Specialized Training
While passion for community medicine draws some practitioners to remote districts, retention requires systemic policy backing. Trung’s obstetrics department handles roughly 15 to 20 patients daily and roughly 40 deliveries and surgical procedures every month, keeping demand high while equipment and medical supplies remain insufficient. Without the necessary tools, physicians cannot fully apply their specialized training.
A shortage of highly qualified medical personnel remains a primary obstacle in mountainous provinces, VietNamNet reported. In Lai Chau, Project 585 trained 53 Level I specialist doctors across fields including surgery, pediatrics, anesthesiology, and emergency medicine between 2017 and 2025. These returning physicians introduced critical diagnostic and emergency techniques, yet commune-level health stations in the province average only 2.8 doctors each, falling short of Resolution 72 targets.
New Decrees Increase Allowances and Support for Healthcare Workers
To increase recruitment and retention, two new government policies addressing income and sector-specific benefits took effect. Decree No. 350/2026/ND-CP establishes an 80 percent occupational preferential allowance for public healthcare employees working at commune health stations and preventive facilities in border, island, and disadvantaged ethnic minority areas. Meanwhile, Decree No. 192/2026/ND-CP raises monthly support for village health workers and midwives.
| Policy or Region | Target / Measure | Details |
|---|---|---|
| Decree No. 350/2026/ND-CP | Occupational allowances | 80% allowance for commune health workers in border, island, and Category II/III mountainous areas. |
| Decree No. 192/2026/ND-CP | Village health support | Monthly support increased to 0.5 and 0.7 times the statutory base salary. |
| Son La Province | Recruitment targets | Aims to attract 225 doctors and pharmacists between 2026 and 2030 with one-time financial support. |
Localities are also rolling out tailored recruitment packages. Son La aims to attract up to 225 doctors and pharmacists between 2026 and 2030 by offering one-time financial support tied to qualifications and professional results. Similarly, Quang Tri has established workforce policies providing higher support for medical personnel recruited to remote health stations.
Balancing Financial Support With Professional Development
Initial financial incentives represent only one component of a broader retention puzzle. Le Lan Huong, deputy head of the Personnel Department at the Ministry of Health, stated, “Retaining doctors requires us to address income, working conditions and opportunities for professional development at the same time,” as reported by VietNamNet.
Expanding professional access for lower-level facilities and ensuring adequate medical hardware will determine whether programs like Project 585 can sustain long-term staffing stability in mountainous and border regions.
