Circular No. 07/2017/TT-BNV guiding the salary system for personnel working in confidential organizations receiving salaries and allowances from the state budget.

CIRCULAR

Guidelines for implementing salary regulations for personnel working in confidential organizations receiving salaries and allowances from the state budget

Based on Decree No. 204/2004/NĐ-CP dated December 14, 2004 of the Government on salary regulations for civil servants, public officials, and members of the armed forces, amended and supplemented by Decree No. 76/2009/NĐ-CP dated September 15, 2009, Decree No. 14/2012/NĐ-CP dated March 7, 2012, Decree No. 17/2013/NĐ-CP dated February 19, 2013, and Decree No. 117/2016/NĐ-CP dated July 21, 2016 of the Government;

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Pursuant to Decree No. 34/2017/NĐ-CP dated April 3, 2017 of the Government stipulating the functions, tasks, powers, and organizational structure of the Ministry of Home Affairs;

At the proposal of the Director of the Salary Department,

The Minister of Home Affairs issues this Circular to guide the implementation of salary regulations for personnel working in confidential organizations receiving salaries and allowances from the state budget.

This Circular guides the implementation of salary regulations (including: Principles of grading, salary scales, promotion regulations, allowance systems, salary re-grading when changing jobs, authority to decide on grading and promotion) for personnel working in confidential organizations and the regulations for confidential trainees.

Article 1. Scope of Regulation

Personnel working in confidential organizations under the state budget include:

Article 2. Applicability

1. Scope of application:

a) Confidential personnel who are military or police officers;

b) Confidential personnel who are not military or police officers;

c) Personnel performing other tasks in confidential organizations;

d) Confidential trainees.

a) Personnel working under labor contracts for certain positions in confidential organizations are not graded according to the national salary scale;

2. Non-applicable Subjects:

b) Personnel who have been decided to terminate their employment, demobilize, discharge from military service, or retire.

Article 3. Principles of Grading and Implementation of Salary Regulations

1. For confidential personnel who are military or police officers, the principles of grading and salary regulations shall be implemented according to the guidelines of the Minister of National Defense and the Minister of Public Security, and they shall enjoy the responsibility allowance for protecting confidential codes as stipulated in this Circular.

2. For confidential personnel who are not military or police officers and personnel performing other tasks in confidential organizations:

a) Principles of Grading:

Personnel recruited or appointed to work in confidential organizations, depending on which category and job they undertake, shall be graded according to the regulations for that category and job, specifically as follows:

Confidential personnel shall be graded according to their rank or technical position based on the provisions of this Circular, depending on the job title they hold.

Personnel performing other tasks in confidential organizations, upon being appointed to a civil servant grade or a vocational position, shall be graded according to that grade or position.

b) Principles of Implementing Salary Regulations:

If confidential personnel transfer to perform other tasks within a confidential organization, they shall be regraded to match the new job from the date of the transfer. In cases where the combined salary coefficient plus leadership position allowance (if applicable) for the new job is lower than the combined salary coefficient plus leadership position allowance (if applicable) received for the previous job, the difference shall be retained; this difference will decrease proportionally with each subsequent salary grade increase.

According to job requirements, confidential personnel holding leadership positions may be transferred to other leadership positions within a confidential organization with lower leadership position allowances, and they shall retain the leadership position allowance of their previous position. In cases where the new job requires grading according to a lower grade or position, they shall retain their previous salary (including leadership position allowance if applicable) and continue to follow the promotion regulations of their previous grade or position.

The implementation of grading, allowance system, and promotion must comply strictly with the categories, principles, conditions, and benefits stipulated in this Circular and other relevant regulations of authorized agencies.

The implementation of salary grading, allowance systems, and salary grade increases must be in accordance with the prescribed categories, principles, conditions, and entitlement systems stipulated in this Circular and other regulations issued by competent authorities.

Article 4. Rank Pay Scale for Cryptographic Cadres

1. The subjects to which the rank pay scale for cryptographic cadres applies:

a) Those who currently hold leadership positions appointed within cryptographic organizations from Unit Chief (or Team Leader) of cryptographic units under Ministries, sectors, and provinces directly under the Central Government to Director of the Government Cryptographic Service Board;

b) Operational assistant staff members appointed by competent authorities according to their titles and qualification standards in the following fields: Research, management of scientific and technological secret codes; operational secret codes; digital certification and information security; cyber security; civil secret code management; production, assembly, repair, supply of secret code products; secret code technology; secret code translation; secret code inspection; organization, planning, finance, synthesis, inspection, legal affairs, scientific and technological secret code information, international cooperation in cryptographic organizations;

c) Lecturers teaching specialized secret code subjects.

2. The rank pay scale for cryptographic cadres stipulates ten levels as follows:

3. The highest rank pay level applicable to positions subject to the rank pay scale for cryptographic cadres is specified as follows:

Based on Clause 1, Article 16 of Decree No. 25/2015/NĐ-CP dated March 2, 2015 of the Government on job grades and titles of personnel working in cryptographic organizations, the Minister of National Defense shall specify equivalent positions at the Government Cryptographic Service Board.

4. Personnel engaged in cryptographic work who have been promoted to the highest rank pay level as prescribed in Clause 3 of this Article upon reaching the age limit and meeting the criteria but not being appointed to a higher position shall be eligible for a first and second pay raise according to the rank pay scale for cryptographic cadres as follows:

5. In cases where personnel receiving rank pay for cryptographic cadres have received a second pay raise and then are appointed to a new higher position, they shall be assigned to the pay coefficient of the next higher rank pay level and retain the difference between the second pay raise coefficient and the newly assigned rank pay coefficient until they receive a first pay raise of the newly assigned rank pay level or a promotion to a higher rank pay level. The time for considering the next pay raise will be calculated from the date of the decision appointing the new position.

Article 5. The salary scale for technical expertise in cryptographic work

1. The subjects to which the salary scale for technical expertise in cryptographic work applies:

In addition to the subjects applying the rank-based salary scale for cryptographic work as stipulated in Clause 1, Article 4 of this Circular, other personnel engaged in cryptographic work shall apply the salary scale for technical expertise in cryptographic work according to the type and group of industries and professions as follows:

a) Advanced technical expertise category:

Applied to jobs requiring a college degree or higher in cryptography engineering or related fields suitable for the following groups of industries and professions:

Group 1 includes: Cryptography coding; research, testing, and application of cryptography technology; cryptography science and technology research; cryptography science and technology information; cryptography certification and information security; network security; civil cryptography management; ensuring cryptographic operational techniques; ensuring technical infrastructure and information technology for cryptographic work; producing materials, assembling, repairing cryptographic machines and equipment.

Group 2: Applied to jobs requiring a college degree or higher in other remaining industries and professions.

b) Intermediate technical expertise category:

Applied to jobs requiring a secondary vocational school degree in the following two groups of industries and professions:

Group 1 includes: Cryptography coding; research, testing, and application of cryptography technology; ensuring cryptographic operational techniques; ensuring technical infrastructure and information technology for cryptographic work; producing materials, assembling, repairing cryptographic machines and equipment, checking specialized cryptographic work materials.

Group 2: Applied to jobs requiring a secondary vocational school degree in other remaining industries and professions.

c) Basic technical expertise category:

Applied to jobs requiring a basic vocational training level in the following two groups of industries and professions:

Group 1 includes: Cryptography coding; practical production and application of cryptography technology; producing materials, assembling, repairing cryptographic machines and equipment, driving special vehicles, driving cars; typing, photocopying, fourth-class medical assistants, fourth-class pharmacists; cryptographic and cryptographic information protection.

Group 2: Applied to jobs requiring a basic vocational training level in other remaining industries and professions.

Personnel applying the salary scale for technical expertise in cryptographic work with a higher education level than that specified in the job title criteria shall only be classified according to those criteria.

2. The salary scale for technical expertise in cryptographic work is defined as follows:

Article 6. Regulations on increasing salary grades for personnel engaged in cryptographic work

1. Regular increase in salary grade:

a) For personnel receiving rank-based salaries for cryptographic work, they will be promoted one rank-based salary grade when meeting the following standards and conditions:

Throughout the time holding the current salary grade, they are evaluated by the competent authority at a level of completing tasks satisfactorily or better; not being disciplined with any of the forms of reprimand, warning, demotion, dismissal, or reduction in salary grade.

The current rank-based salary grade held is lower than the highest rank-based salary grade of the position as stipulated in Clause 3, Article 4 of this Circular.

Meeting the time requirement for promotion to the next rank-based salary grade as follows:

From Grade 1 with a salary coefficient of 4.20 to Grade 2 with a salary coefficient of 4.60 is 2 years;

From Grade 2 with a salary coefficient of 4.60 to Grade 3 with a salary coefficient of 5.00 is 3 years;

From Grade 3 with a salary coefficient of 5.00 to Grade 4 with a salary coefficient of 5.40 is 3 years;

From Grade 4 with a salary coefficient of 5.40 to Grade 5 with a salary coefficient of 6.00 is 4 years;

From Grade 5 with a salary coefficient of 6.00 to Grade 6 with a salary coefficient of 6.60 is 4 years;

From Grade 6 with a salary coefficient of 6.60 to Grade 7 with a salary coefficient of 7.30 is 4 years;

From Grade 7 with a salary coefficient of 7.30 to Grade 8 with a salary coefficient of 8.00 is 4 years;

From Grade 8 with a salary coefficient of 8.00 to Grade 9 with a salary coefficient of 8.60 is 4 years;

From Grade 9 with a salary coefficient of 8.60 to Grade 10 with a salary coefficient of 9.20 is 4 years.

In cases where the standards are met, but the highest rank-based salary grade of the current position has already been reached as stipulated in Clause 3, Article 4 of this Circular, if continued to be employed, they will be eligible for the first and second regular salary increases as stipulated in Clause 4, Article 4 of this Circular; the time for the first and second regular salary increases for each rank-based salary grade will be implemented as prescribed in this point.

b) For personnel receiving technical expertise salaries for cryptographic work, they will be promoted one salary grade within their current technical expertise position category when meeting the following standards and conditions:

Completing assigned responsibilities, achieving quantity and volume quotas, and meeting quality requirements.

Having held Grade 1 of the advanced technical expertise position for at least 2 years (24 months); Grade 1 or Grade 2 of Group 1 or Grade 1, Grade 2, and Grade 3 of Group 2 of the intermediate technical expertise position; Grade 1, Grade 2, and Grade 3 of Group 1 or Grade 1, Grade 2, Grade 3, and Grade 4 of Group 2 of the basic technical expertise position; having held the remaining grades for at least 3 years (36 months) without being disciplined with any of the forms of reprimand, warning, reduction in salary grade, demotion, or dismissal during this period.

The provisions regarding cases counted and not counted towards the time for regular salary grade promotion; extended time for regular salary grade promotion; recalculating the regular salary grade promotion system in cases of wrongful conviction after suspension of duty, temporary detention, or disciplinary action are implemented according to Points b and c of Clause 1, Clause 3, and Clause 4 of Article 2 of Circular No. 08/2013/TT-BNV dated July 31, 2013, issued by the Ministry of Home Affairs guiding the implementation of the regular salary grade promotion system and early promotion to salary grade for cadres, civil servants, public officials, and employees (hereinafter referred to as Circular No. 08/2013/TT-BNV).

2. Early promotion to salary grade due to outstanding achievements in performing duties for personnel engaged in cryptographic work:

a) A person engaged in confidential work who achieves outstanding results in performing their duties, if they have not been assigned to the highest salary grade in their current position and still lack from one month to twelve months to be eligible for regular promotion, first-level salary increase, or second-level salary increase, shall be considered for a one-grade salary promotion (or first-level or second-level salary increase) ahead of schedule, with the maximum advance being twelve months compared to the regular promotion period for confidential rank and confidential technical salary increases, in accordance with the principles stipulated in Clause 1 of this Article.

b) The ratio of salary promotions ahead of schedule; the method of calculating the number of people within the ratio eligible for salary promotions ahead of schedule; the number of times eligible for salary promotions ahead of schedule; the criteria for determining outstanding achievements and standards for considering salary promotions ahead of schedule due to outstanding achievements for persons engaged in confidential work shall be implemented according to the provisions set out in Points b, c, d, đ, and e of Clause 1 of Article 3 of Circular No. 08/2013/TT-BNV.

3. Salary promotions ahead of schedule for persons engaged in confidential work who have received retirement notice:

A person engaged in confidential work who has not been assigned to the highest salary grade (or has been assigned to the highest confidential rank grade but has not yet received a first-level or second-level salary increase) in their current position, who has received a retirement notice from the competent authority, if during the time holding the current grade they complete assigned tasks without disciplinary action (one of the forms of reprimand, warning, removal from office) and at the time of receiving the retirement notice still lacks up to twelve months to be eligible for regular salary promotion (including first-level or second-level salary increase) according to regulations, shall be promoted one grade or receive a first-level or second-level salary increase ahead of schedule, with the maximum advance being twelve months compared to the time specified in Clause 1 of this Article.

4. In cases where a person engaged in confidential work is both eligible for salary promotions ahead of schedule due to outstanding achievements in performing duties and eligible for salary promotions ahead of schedule upon receipt of a retirement notice, the person engaged in confidential work may choose one of the two salary promotion ahead-of-schedule regimes prescribed in Clauses 2 and 3 of this Article.

Article 7. Additional Allowances

1. Leadership Position Allowance:

a) Persons working at the Government Confidential Service who are appointed to leadership positions in confidential organizations shall enjoy the leadership position allowance as follows:

Equivalent leadership positions within units under the Government Confidential Service shall be regulated by the Minister of National Defense after obtaining the consensus opinion of the Minister of Home Affairs.

Leadership positions in confidential organizations under Ministries, sectors, and localities shall implement the leadership position allowance prescribed for the position according to the organizational structure of the agency or unit as stipulated in the Table of Leadership Position Allowances (Elected, Appointed) in state agencies and public service units; units under the People's Army and Public Security, issued together with Decree No. 204/2004/NĐ-CP dated December 14, 2004 of the Government on the wage system for cadres, civil servants, public officials, and armed forces.

b) Principles, circumstances for enjoying and ceasing to enjoy the leadership position allowance, and the method of paying the leadership position allowance for persons engaged in confidential work shall be implemented according to the provisions in Section II and Clause 2 of Section III of Circular No. 02/2005/TT-BNV dated January 5, 2005 of the Ministry of Home Affairs guiding the implementation of the leadership position allowance for cadres, civil servants, and public officials (hereinafter referred to as Circular No. 02/2005/TT-BNV) and current laws on the leadership position allowance.

c) Persons engaged in other work in confidential organizations classified as civil servant grades or professional titles shall implement the leadership position allowance according to the provisions of Circular No. 02/2005/TT-BNV.

2. Professional Tenure Allowance:

a) Persons engaged in confidential work (including those receiving confidential rank salaries and confidential technical salaries) who are not military personnel or public security personnel shall enjoy the professional tenure allowance as follows:

After five years (sixty months) of continuous work in a confidential organization, they shall receive a professional tenure allowance equal to 5% of the current salary plus the leadership position allowance and the over-quota tenure allowance (if applicable); from the sixth year onwards, for each additional year (twelve months), an additional 1% shall be added.

The time counted towards the professional tenure allowance in other professions (including: Military, Public Security, Customs, Courts, Prosecution, Audit, Inspection, Civil Enforcement, Forest Protection, Party Inspection, Teachers, National Reserve) shall be cumulatively added to the time spent in confidential work to calculate the professional tenure allowance according to the regulations of the competent authority.

b) The professional tenure allowance shall be paid concurrently with the monthly salary and used to calculate contributions and benefits under social insurance and health insurance.

3. Responsibility Work Allowance System:

a) Responsibility Work Allowance for Protecting Cryptographic Secrets:

The responsibility work allowance for protecting cryptographic secrets includes three levels: 0.10; 0.20 and 0.30 of the basic salary applied to those working in confidential organizations (including those working in confidential organizations under the People's Army and Public Security confidential systems) as follows:

The coefficient 0.30 applies to those ranked in confidential ranks, military officer ranks, public security officer ranks, and non-commissioned officers, those directly involved in coding, decoding, research, compilation, production, assembly, repair, supply of cryptographic products and cryptographic documentation, digital certification, information security, cybersecurity, and civilian cryptography management;

The coefficient 0.20 applies to lecturers, teachers, those directly related to confidential professional activities, those involved in organizational and technical cryptography management;

The coefficient 0.10 applies to those engaged in other work in confidential organizations.

b) In places where offices, departments, or teams for cryptographic work are not established, individuals engaged in cryptographic work who hold management positions not appointed as leaders shall be entitled to a job responsibility allowance at a rate of 0.20 compared to the base salary level.

c) The job responsibility allowances stipulated in Points a and b of this Clause shall be paid concurrently with monthly salaries and shall not be used to calculate contributions or benefits under social insurance or health insurance schemes.

4. Allowance for national defense and security service:

a) The allowance for national defense and security service includes two levels, 50% and 30%, of the current salary plus leadership position allowance and seniority allowance exceeding the ceiling (if applicable), applied to individuals engaged in other work within cryptographic organizations classified for salary grading according to civil servant ranks and categories or vocational titles as follows:

The 50% level applies to civil servants and public officials (including those working under labor contracts within the staffing quota) receiving state budget salaries directly working in units producing documents, manufacturing and assembling coding machines, and technical equipment for confidential communications;

The 30% level applies to remaining civil servants and public officials (including those working under labor contracts within the staffing quota) receiving state budget salaries working in cryptographic organizations.

b) The allowance for national defense and security service stipulated in Point a of this Clause shall be paid concurrently with monthly salaries and shall not be used to calculate contributions or benefits under social insurance or health insurance schemes. When civil servants and public officials are transferred from one unit to another or from one profession to another, from a place with a 50% national defense and security service allowance to a place with a 30% national defense and security service allowance (or vice versa), they shall be entitled to the allowance level of their new location starting from the following month.

5. Seniority allowance exceeding the ceiling:

a) For individuals graded for cryptographic technical expertise:

Individuals graded for cryptographic technical expertise, if they have held their final salary grade for at least 36 months within their current category and meet the criteria for a seniority allowance exceeding the ceiling as specified in Point b of Clause 1, Article 6 of this Circular, shall be eligible for a seniority allowance exceeding the ceiling equal to 5% of the salary of their final grade within their current category; from the fourth year onwards, each year (comprising 12 months) meeting the conditions and criteria for a seniority allowance exceeding the ceiling shall entitle them to an additional 1%.

Provisions regarding cases counted and not counted towards the period for eligibility for a seniority allowance exceeding the ceiling; extending the period for eligibility for a seniority allowance exceeding the ceiling; recalculating the seniority allowance exceeding the ceiling in cases of wrongful dismissal, arrest, detention, disciplinary action, and methods of payment for a seniority allowance exceeding the ceiling for individuals graded for cryptographic technical expertise shall be implemented as for civil servants and public officials from Category A0 and above as stipulated in Point 1.2 Section II, Point 1.3, Point 1.4 Clause 1 and Clause 2 Section III of Circular No. 04/2005/TT-BNV dated January 5, 2005 issued by the Ministry of Home Affairs guiding the implementation of the seniority allowance exceeding the ceiling for cadres, civil servants, and public officials (hereinafter referred to as Circular No. 04/2005/TT-BNV).

The decision on entitlement to a seniority allowance exceeding the ceiling for individuals graded for high-level cryptographic technical expertise within the payroll of the Government Cryptographic Office shall be made by the Minister of National Defense based on the proposal of the Director of the Government Cryptographic Office. Other cases shall be implemented according to the current classification.

b) For civil servants and public officials working in cryptographic organizations:

Civil servants and public officials working in cryptographic organizations classified for salary grading according to civil servant ranks and categories shall implement the seniority allowance exceeding the ceiling as prescribed in Circular No. 04/2005/TT-BNV.

6. Other allowances:

In addition to the allowances stipulated in this Circular, individuals working in cryptographic organizations may be entitled to other allowances as prescribed by competent authorities depending on their specific circumstances.

Article 8. Salary adjustment for individuals currently receiving rank-based salary who change jobs due to mission requirements

1. In cases where they are transferred to positions within the scope of technical and professional rank-based salary:

Individuals working in confidential services currently receiving rank-based salary who are transferred to positions within the scope of technical and professional rank-based salary shall be adjusted according to their time spent in confidential work (including time as officers, professional soldiers of the People's Army or police officers, non-commissioned officers, and technical staff of the People's Public Security), as follows:

They will be considered at the first level of the technical and professional position group they are transferred to, and for each period specified in Point b Clause 1 Article 6 of this Circular, they will be promoted one level within that technical and professional position group. If there are months that do not meet the criteria for a one-level salary increase, these months will be counted towards the next salary promotion review. After the salary adjustment calculation above, if they are placed at the final level in the position group, they will be entitled to the seniority allowance exceeding the ceiling as prescribed. If the new salary coefficient plus the seniority allowance exceeding the ceiling (if applicable) is lower than the rank-based salary coefficient at the time of transferring to the new job, the difference in coefficients will be retained to equal the previously enjoyed salary coefficient; this retained difference coefficient will decrease accordingly after each salary increase based on the new job.

2. In cases where they are transferred to other positions within confidential organizations under the scope of classified salary, based on the current rank-based salary coefficient, they will be adjusted to the classified salary coefficient according to the civil service grade and vocational title as follows:

a) Table for adjusting rank-based confidential salary to specialized and vocational salary according to civil service grades and vocational titles:

b) If they have received one salary increase, they will be placed at the next higher level; if they have received two salary increases, they will be placed at the second higher level in the civil service grade compared to the salary level adjusted in column (4) of this table.

c) If they do not meet the standards for the Senior Assistant Specialist and equivalent or Senior Specialist and equivalent grades, they will be appointed to the civil service grade and vocational title that corresponds to the salary grade; the salary coefficient according to the civil service grade and vocational title appointed will be the nearest lower coefficient compared to the adjusted salary coefficient in column (5) of this table.

d) The time for the next salary promotion in the appointed civil service grade or vocational title will be calculated from the date of the rank-based confidential salary coefficient in column (2) of this adjustment table or from the date of the first or second salary increase.

đ) The difference between the rank-based confidential salary coefficient (including the first and second salary increases if applicable) and the civil service grade or vocational title salary coefficient and the seniority allowance exceeding the ceiling (if applicable) will be retained and will decrease accordingly after each salary increase or seniority allowance exceeding the ceiling in the civil service grade or vocational title.

Article 9. Salary reclassification for those currently receiving technical specialty salary in the mechanical field due to changes in job requirements.

1. In cases where they are appointed to a position within the scope of commissioned officer salary classification as stipulated in this Circular, the basis for transferring to the commissioned officer salary classification shall be the current technical specialty salary coefficient; it will be transferred to the nearest higher or equal commissioned officer salary coefficient; the time for the next salary increment will be calculated as follows:

a) If the difference between the commissioned officer salary coefficient assigned and the current technical specialty salary coefficient is equal to or greater than the difference between two consecutive grades in the previous technical specialty position group before the change in work, then the time for the next salary increment will be counted from the date of assignment to the commissioned officer salary coefficient; if it is less than the difference between two consecutive grades in the previous technical specialty position group before the change in work, then the time for the next salary increment will be counted from the date of holding the current technical specialty salary coefficient;

b) In cases where the assigned commissioned officer salary coefficient is lower than the sum of the current technical specialty salary coefficient and the seniority allowance exceeding the ceiling (if applicable), the difference will be retained; this difference will decrease proportionally when the commissioned officer salary is increased or when the first or second salary increment is granted.

2. In cases where they have been trained according to planning and meet the professional standards of a higher technical specialty position, and are appointed to a higher position group within the same category (transfer to a different group) or appointed to a higher technical specialty category (promotion to a higher category), the basis for transferring to the new position group's salary coefficient will be the current technical specialty salary coefficient in the old position group, transferred to the nearest higher or equal salary coefficient in the newly appointed position group. The calculation of the next grade increment will follow the principle specified in Clause 1 of this Article.

The review and approval of transfers to a different group or promotion to a higher category for technical specialty positions in the mechanical field shall be examined and proposed by the head of the agency or unit directly managing the personnel engaged in mechanical work to the competent authority for decision.

3. In cases where they are transferred to another type of work within the mechanical organization subject to rank and grade civil servant salary classification or vocational title and position of public service staff, they will be transferred to the civil servant rank and grade or public service staff vocational title salary classification as follows:

a) Based on the civil servant rank or public service staff vocational title appointed and the current salary coefficient minus the difference between the salary of the technical specialty position in the mechanical field and the salary of the civil servant or public service staff vocational title according to the table below:

b) Based on the salary coefficient calculated according to the above subtraction method, transfer to the nearest higher salary grade of the appointed civil servant rank or public service staff vocational title with the retention of the difference between the current salary coefficient and the newly assigned salary coefficient; this retained difference will decrease proportionally after each salary increment at the appointed civil servant rank or public service staff vocational title.

c) The time for the next salary increment for the cases specified in this Clause will be calculated according to the principle specified in Clause 1 of this Article.

Article 10. Salary reclassification for personnel engaged in other work in confidential organizations currently receiving salaries based on civil service grades, ranks, or vocational titles who are required to change their job due to mission requirements.

1. Personnel engaged in other work in confidential organizations who have been trained in technical expertise and state management of confidential affairs according to planning and job requirements, and are appointed to positions subject to confidential rank salary classification or confidential technical expertise salary classification as stipulated in this Circular, shall be transferred to the confidential rank salary system or confidential technical expertise salary system with the highest or equal coefficient based on the current salary grade and rank coefficient of civil servants or vocational title coefficient of public officials plus any additional years-of-service allowance (if applicable); the time for the next salary increase will be calculated according to the principle specified in Clause 1, Article 9 of this Circular.

2. In cases where the confidential rank salary coefficient or confidential technical expertise salary coefficient classified according to the above provisions is lower than the current technical expertise salary grade and rank coefficient of civil servants or public officials plus any additional years-of-service allowance (if applicable), the lower difference coefficient will be retained; the difference coefficient will decrease correspondingly when the confidential rank or the first or second salary increase or confidential technical expertise salary increase occurs.

3. In cases where personnel have been classified under the senior specialist grade and equivalent and are appointed to positions subject to confidential rank salary classification, the Minister of Home Affairs shall consider and decide on the appropriate confidential rank salary classification based on specific circumstances.

4. Personnel engaged in confidential work transferring to work in agencies and units funded from the state budget shall implement salary reclassification according to the guidance of the Ministry of Home Affairs.

Article 11. Authority to decide on salary classification and salary increase for personnel engaged in confidential work receiving confidential rank salary and confidential technical expertise salary.

1. Personnel engaged in confidential work within the payroll establishment of the Government Confidential Communications Bureau:

a) The decision on salary classification and salary increase into coefficients of 7.30 or higher is made by the Minister of National Defense based on the proposal of the Director of the Government Confidential Communications Bureau.

b) The decision on salary classification and salary increase into coefficients below 7.30 is made by the Director of the Government Confidential Communications Bureau.

2. Personnel engaged in confidential work within the payroll establishment of central agencies, provincial-level agencies, and centrally-administered municipal agencies:

a) The decision on salary classification and salary increase into coefficients of 7.30 or higher is made by the Minister of Home Affairs based on the proposal of the Minister, Head of the agency, Deputy Minister, or agency under the Government, or the Chairman of the People's Committee of a province or centrally-administered municipality.

b) The decision on salary classification and salary increase into coefficients below 7.30 is made by the head of the central agency or the People's Committee of a province or centrally-administered municipality within their authority.

Article 12. Regulations for confidential trainees

1. For confidential trainees who are military personnel or public security officers currently receiving insignia allowances and responsibility protection allowances for confidential communications at a rate of 0.10 times the base salary. After graduation from the Cryptographic Engineering Academy, they will be considered for promotion or advancement in military rank according to regulations of the Ministry of National Defense and the Ministry of Public Security.

2. For confidential trainees who are not military personnel or public security officers:

a) For confidential trainees receiving living expense allowances:

They will receive a living expense allowance equivalent to the allowance of a Second Private (coefficient 0.40 compared to the base salary). Based on satisfactory academic performance during the year and no disciplinary violations, the Director of the Government Confidential Communications Bureau will consider and decide on the living expense allowance as follows:

In cases of suspension, they will receive a living expense allowance at the level of the year they were suspended.

They will receive a responsibility protection allowance for confidential communications at a rate of 0.10 times the base salary from the date of admission to the school.

Upon graduation, confidential trainees will be assigned to positions within confidential organizations based on their level of education and will be classified according to the regulations for that position, specifically as follows:

Those graduating with a college or university degree will be classified under the advanced confidential technical expertise salary grade 1 of the assigned group of positions. Graduates with a master’s degree will be classified under grade 2; those with a doctoral degree will be classified under grade 3 of the assigned group of positions.

Those graduating with a secondary vocational degree will be classified under the intermediate confidential technical expertise salary grade 1 of the assigned group of positions.

Those graduating with a basic vocational degree will be classified under the basic confidential technical expertise salary grade 1 of the assigned group of positions.

Graduating confidential trainees with excellent grades will be classified under grade 2 of the assigned group of positions.

b) The initial salary classification for confidential trainees upon graduation and regular salary increases for personnel engaged in confidential work studying at the Cryptographic Engineering Academy will be decided by the Director of the Government Confidential Communications Bureau.

c) Confidential trainees who graduate but have not yet been assigned work will not be classified under salary. During the waiting period for assignment, they will continue to receive living expense allowances. The maximum duration for continued receipt of living expense allowances is 12 months. The time spent as a confidential trainee receiving living expense allowances (including the waiting period for assignment with living expense allowances) will be counted towards social insurance contributions, health insurance benefits, and years of confidential service.

3. For confidential trainees currently receiving salaries:

Confidential trainees currently receiving salaries will follow the salary and allowance regulations for personnel engaged in confidential work and will continue to receive responsibility protection allowances for confidential communications as before attending school.

4. For students studying at non-confidential institutions, if they meet the criteria for recruitment into confidential work in confidential organizations, they must undergo confidential professional training according to the regulations of the Director of the Government Confidential Communications Bureau. After completing their studies, they will be classified under the confidential position they are appointed to.

5. For civil servants and officials outside the cryptographic sector, if recruited to work in cryptographic tasks, they must be trained and professionally developed in cryptographic matters according to the regulations of the Director of the Government Cryptographic Board. During the study period at the cryptographic school, their current salary level shall remain unchanged; after completing the studies, they shall be classified according to the cryptographic position appointed.

6. The Minister of National Defense shall specify in detail the benefits for students at the Cryptographic Engineering Academy after obtaining the consensus opinion of the Ministry of Interior and the Ministry of Finance.

Article 13. Effective Date

1. This Circular takes effect from December 1, 2017.

2. Circular Joint No. 24/2005/TTLT-BNV-BTC dated February 18, 2005, of the Ministry of Interior and the Ministry of Finance guiding the implementation of salary systems for personnel working in cryptographic organizations receiving salaries and allowances from state budget funds ceases to be effective from the date this Circular takes effect.

3. In cases where the referenced documents in this Circular are replaced or amended, they shall be implemented according to the replacement or amended documents.

4. The organizational system of cryptographic agencies under Party bodies shall be regulated by the competent Party body based on the application of the provisions of this Circular.

During the process of organizing and implementing, if there are difficulties, ministries, sectors, and localities shall report to the Ministry of Interior for consideration and resolution./.