Transformation in University Professors' Salaries; Criteria Move Beyond Seniority and Degrees

The End of the Era of Absolute Seniority in Universities According to reports published by sources such as Vietnam.vn, starting from July 2026, a fundamental transformation in the salary structure of academic staff and university professors has begun. Based on this new approach, merely holding advanced degrees or spending long years in an academic post will no longer guarantee receiving the highest salary level [1]. This change signifies a transition from a static system to a dynamic model where "job position" and "scientific output" carry more weight in paychecks.

Details of Decree 161/2026 and Base Salary Increase The government, by issuing Decree No. 161/2026/ND-CP, has increased the base salary rate to 2.53 million dong (local currency), which took effect on July 1, 2026 [2]. This base salary increase, while benefiting all public sector employees, comes with an important condition for university professors: the final salary is now a combination of this base rate and performance coefficients. According to the new teacher law that became enforceable at the beginning of 2026, the salaries of educators and professors must be at the highest level of the government salary scale, but this superiority is subject to obtaining the necessary scores in periodic evaluations [3].

Rewards Based on Scientific and Educational Achievements One of the key parts of these reforms is the introduction of the "performance classification and reward system." According to new legal articles, professors who actively participate in research activities, educational innovations, and international projects are eligible for extraordinary bonuses calculated outside the framework of years of service [1][2]. This system is designed to encourage young elites and professors who, despite having less work experience, have a high scientific impact in the university environment.

Impacts on Higher Education Quality and Scientific Competition Experts believe that this change in criteria will create healthy competition in academic environments. Previously, young professors might have lost their motivation for extra efforts due to the rigid seniority system. Now, with merit and performance prioritized over mere experience, the quality of scientific papers and teaching methods is expected to improve. However, the main challenge in implementing this plan is the formulation of precise and fair indicators for evaluating professor performance to prevent personal preferences from influencing salary determination [3].