Upcoming Implementation of Senior Expert Salary System for Faculty Positions

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November 2, 2025

Vietnam Considers Salary Boost for Professors, Aligning Pay with Senior experts

Hanoi, Vietnam – A proposed decree is currently under review by the Vietnamese government that could dramatically alter the compensation structure for professors throughout the country. The initiative aims to more accurately reflect the crucial role professors play in academic leadership, research, and national growth.

The Current Disparity in Professor Compensation

Currently, the salary structure does not adequately distinguish professors from associate professors and other senior instructors. Despite undergoing higher evaluation standards upon appointment, professors receive the same general salary as their peers, failing to recognize their elevated rank, influence, and commitment to creating new knowlege. This has prompted calls for a revised system that better acknowledges their contributions.

Proposed Shift to Senior Specialist Salary System

The Ministry of Education and Training suggests aligning professor salaries with the established Senior Specialist Salary System. This system operates on three tiers – 8.8, 9.4, and 10.0 – offering a higher compensation range than the current general scale. The proposed change isn’t simply about increasing pay; itS about acknowledging the unique demands and responsibilities inherent in the professorial role.

According to government Decree No. 92/2025/ND-CP,issued on April 25,2025,eligibility for the Senior Expert Salary Schedule requires meeting specific criteria and appointment standards as outlined in Secretariat Regulation no. 180-QD/TW, dated July 11, 2024. this includes executives, civil servants, public employees, retirees, and individuals working outside the traditional governmental payroll, both Vietnamese citizens and foreigners.

Recognizing the Pivotal Role of Professors

Officials emphasize the importance of professors as drivers of scientific and technological advancement. They are considered key figures in innovation activities and national digital conversion initiatives. This role is reinforced by the Politburo’s Resolution 57-NQ/TW, wich explicitly recognizes the direct link between professor expertise and the nation’s developmental progress.

“While a formal designation of professors as ‘senior experts’ remains unconfirmed,” a Ministry of education and Training representative stated, “applying the senior expert salary system is deemed appropriate given their status and influence within their respective fields.”

The extensive draft decree now undergoing review encompasses a broad overhaul of the nation’s teachers’ salary and allowance policies.It embodies a commitment to prioritizing teacher compensation, aligning with the principle of ensuring teacher salaries are at the upper echelons of the administrative career salary system.

Salary System	Current Status	Proposed Change
Professor Salary	Same scale as Associate Professor	Alignment with Senior Specialist System (Levels 8.8 – 10.0)
Recognition of Role	Limited differentiation	Acknowledged as a driver of scientific and technological advancement

Did You Know? Vietnam has been steadily increasing investment in its education sector, with a focus on attracting and retaining top academic talent. The World Bank reports ongoing efforts to improve educational quality and accessibility.

Pro Tip: Understanding the nuances of governmental salary structures is crucial for educators seeking career progression and equitable compensation.

What impact do you think this potential change will have on the quality of higher education in Vietnam? And how might other countries address similar disparities in academic compensation?

The Global Context of Academic Salaries

the issue of fair professor salaries is not unique to Vietnam. Many countries grapple with ensuring competitive compensation for academics, recognizing the importance of attracting and retaining skilled individuals in higher education. Factors influencing professor pay include national economic conditions, institutional funding models, and the cost of living. according to a report from the American Association of University Professors (AAUP),average professor salaries in the United States vary significantly by institution and rank,with ongoing concerns about salary stagnation and the impact of adjunctification.

Frequently Asked Questions

• What is the primary goal of the proposed salary adjustment for professors? The main aim is to better reflect the professors’ rank, status, and role in leading their fields.
• What is the senior Specialist Salary System in Vietnam? It’s a three-tiered system (8.8 – 9.4 – 10.0) designed for highly skilled experts in various fields.
• Who is eligible for the Senior expert Salary Schedule? It includes executives,civil servants,public employees,retirees,and qualified individuals outside the core government payroll.
• What role do professors play in Vietnam’s national development? They are seen as drivers of scientific advancement, innovation, and digital transformation.
• Is this change guaranteed to happen? The proposal is currently under review and requires final approval from the government.
• How does this impact other levels of teachers? The draft decree addresses a broader overhaul of the teachers’ salary and allowance policies.
• What are the benefits of recognizing professors’ expertise? Recognizing their expertise attracts top talent and fosters a higher quality of research and education.

Share your thoughts on this developing story! What other changes could be made to support educators and improve the quality of higher education?

how will the new Senior Expert System affect the frequency and depth of faculty performance reviews?

Understanding the New Faculty Compensation Model

The landscape of higher education is evolving, and with it, the need to attract and retain top-tier faculty.Recognizing this, manny institutions are moving towards implementing a Senior Expert Salary System for faculty positions. This system aims to reward sustained excellence in teaching, research, and service, moving beyond traditional rank-and-year based compensation. This article details the key aspects of this shift, its implications for faculty, and what institutions are doing to prepare for the rollout. We’ll cover everything from faculty salary structures to the impact on academic careers.

Key Components of the Senior Expert System

Unlike traditional systems that primarily focus on years of service and academic rank (Assistant, Associate, Full Professor), the Senior Expert system emphasizes demonstrated expertise. HereS a breakdown of the core elements:

* Expertise-Based Evaluation: Assessment isn’t solely based on publications or teaching evaluations. It incorporates a holistic review of contributions, including mentorship, grant acquisition, curriculum advancement, and national/international recognition.

* Salary Bands & ranges: The system typically establishes broad salary bands based on overall expertise level, rather than rigid rank-specific scales.Within each band, individual salaries are determined by factors like discipline demand, regional cost of living, and individual performance.

* regular Performance Reviews: More frequent and in-depth performance reviews are crucial. Thes reviews focus on ongoing contributions and future potential,not just past achievements.Expect annual or bi-annual extensive evaluations.

* Transparent Criteria: Clear, publicly available criteria for achieving each expertise level are essential. This openness builds trust and ensures fairness in the evaluation process. Look for detailed rubrics outlining expectations for faculty compensation.

* Multiple Pathways to Advancement: Recognizing diverse academic paths,the system should allow for advancement based on excellence in various areas – teaching,research,service,or a combination thereof.

How the System Differs from Traditional Models

Feature	Traditional System	Senior Expert System
Primary Focus	Rank & Years of Service	Demonstrated Expertise
Evaluation Frequency	Typically every 5-7 years (for tenure/promotion)	Annual or Bi-Annual
Salary Determination	Rank-specific Scales	Expertise-Based Bands & Individual Performance
Advancement Criteria	Primarily Research Output	Holistic Contributions (Teaching, Research, Service)
Versatility	Limited	Greater Flexibility to Recognize Diverse Contributions

Impact on Faculty roles & Responsibilities

The implementation of a Senior Expert system will likely influence faculty responsibilities.

* Increased Emphasis on Professional Development: Faculty will be encouraged to continuously develop their expertise and seek opportunities for growth. This includes attending workshops,pursuing certifications,and engaging in scholarly activities.

* Greater Accountability: With more frequent evaluations, faculty will be held accountable for demonstrating ongoing contributions and achieving established goals.

* Enhanced Mentorship Opportunities: Senior experts will be expected to mentor junior faculty and contribute to the development of the next generation of scholars.

* Focus on Impact: The system prioritizes the impact of faculty work, not just the quantity of output. This means demonstrating how research translates into real-world applications or how teaching innovations improve student learning outcomes.

* Negotiating Salary: Expect more opportunities to negotiate salary based on demonstrated value and contributions.

Preparing for Implementation: A Checklist for Institutions

Successfully implementing a Senior Expert system requires careful planning and execution.Here’s a checklist for institutions:

1. Develop Clear and Transparent Criteria: Define specific, measurable, achievable, relevant, and time-bound (SMART) goals for each expertise level.
2. Invest in Faculty Development: Provide resources and support for faculty to enhance their skills and expertise.
3. Train Evaluation Committees: Ensure that evaluation committees are properly trained on the new criteria and evaluation process.
4. Communicate Effectively: Keep faculty informed throughout the implementation process. Address concerns and provide opportunities for feedback.
5. Pilot Program: Consider a pilot program to test the system and identify any potential issues before full-scale implementation.
6. Review Existing Policies: Update existing faculty handbooks and policies to reflect the new system.
7. Budget Allocation: Ensure sufficient budget allocation to support the new faculty pay scales.

Real-World Examples & Case Studies

Several universities have begun to explore or implement variations of the Senior Expert system. While full-scale adoption is still relatively new, early results are promising.

* University of California System: UC has been piloting a multi-year review process that emphasizes contributions beyond traditional research metrics, focusing on teaching effectiveness and public engagement.

* State university of New York (SUNY): Certain SUNY campuses have implemented performance-based salary increases tied to specific goals and objectives, moving away from solely relying on years of service.

* smaller Liberal Arts Colleges: Many smaller institutions are adopting more flexible compensation models to attract and retain faculty in competitive fields.

These examples demonstrate a growing trend towards recognizing and rewarding faculty expertise in a more nuanced and comprehensive way.

Benefits of a Senior Expert System

* attracts & Retains Top Talent: A competitive compensation system