All work and no pay: 43% of HCMC civil servants ready to quit

The survey, done by the city government for a program that seeks to create an effective civil service in 2024-30, polled 12,900 civil servants and 76,600 other government workers.

Over 75% of the former described their workload as "high" or "very high."

While 74% of respondents said they are willing to do whatever is required to stay in their job, 43% indicated they would "be ready to leave if a more suitable opportunity arises" and nearly 22% were undecided.

Nearly 81% of civil servants at ward and commune levels said they have heavy workloads but the lowest pay. This group is most willing to change jobs, according to the survey.

Overall among government workers, only 50% found their income "reasonable."

Nevertheless, understaffing often leads to excessive work for them, resulting in stress and a desire to resign or move elsewhere.

The survey defines civil servants as those working directly for government or executive agencies, and public employees as those working in "public service units," or organizations belonging to government agencies like ministries and local administrations. These operate primarily to serve the public interest rather than generate profits.

Nearly 12% of respondents said their agencies had budget constraints, which limited resources and affected work quality and completion of tasks.

With a population of over 10 million and more than 300,000 businesses, HCMC's civil servants and public employees have among the highest workloads in the country.

Previous surveys have found that each city civil servant serves an average of 346 people (including those at ward, commune and township levels), more than twice the national average of 152.

To address these challenges, the city is considering work-life balance policies to create a more supportive environment, helping staff feel more comfortable, think positively, and stay committed over the long-term.

Plans include social housing support, housing for civil servants and public employees, providing additional incomes, and adopting a contract-based mechanism for staffing.

The city is also exploring policies to attract high-quality talent, reward deserving employees and support creative and bold officials working for the public good.

Since 2018, in response to increased staffing needs, particularly in high-density areas, the city has paid additional incomes (of up to 1.8 times the basic salary grade or position level) to officials under a unique policy.