To realize the goal of improving the quality of people's health care services, the Hai Phong Department of Health recently issued Guideline No. 05/HD-SYT on March 20, 2026, providing detailed regulations for the implementation of Resolution No. 54/2025/NQ-HĐND of the City People's Council. This policy regarding support for training and attracting health sector human resources for 2026-2030 is considered a crucial document for addressing the shortage of high-quality human resources, especially at the grassroots level.
Annual Planning: Prioritizing Substance and Feasibility
According to the guidelines, commune-level People's Committees and public health career units are responsible for widely disseminating the Resolution's content to all officials and employees. The development of training and attraction plans must be based on actual development needs and the professional tasks of each unit.
Units under the Department of Health must submit their training plans for public employees, as well as their requirements for additional personnel and doctor attraction, to the Department no later than July 30 each year for the following year's plan. For health stations, communal People's Committees will direct reviews and send documents to the Department of Health to ensure that the mobilization of additional personnel matches actual medical examination and treatment needs, avoiding ineffective proposals. Heads of units are fully responsible for the accuracy and feasibility of these plans.
Training Support: 100% Tuition Coverage and One-Time Support
Hai Phong's training support policy during this period focuses on three main groups: civil servants and public employees in postgraduate studies; intermediate/college-level physicians at the grassroots level sent for doctor training; and public employees training for professional medical certificates.
Regarding benefits, the city commits to paying 100% of tuition fees based on invoices from public training institutions. If studying at a private institution, the support level will be equivalent to the highest tuition fee of a public institution in the same area. Notably, learners will receive a one-time financial support amount immediately after receiving their graduation diploma.
However, benefits come with long-term commitment responsibilities. Civil servants must commit to working at the city's public health units for a period at least three times the training duration. For public employees, the minimum commitment period is 10 years for PhDs and Doctors; 8 years for Masters, Specialists I and II, and Resident Doctors; and 4 years for certificate or professional technical training courses.
Promoting Technical Transfer and Strengthening the Grassroots Level
A highlight of Resolution 54 is the support policy for both technical transferors and recipients. To receive support, public employees must complete their probationary period and directly perform techniques approved by the Health Department's Professional Council. This support applies to techniques with a handover period of at least 01 month.
Additionally, health workers from Central and City levels sent to strengthen group 3 and 4 autonomous units (including commune and ward health stations) will receive appropriate remuneration. The minimum duration for receiving support is 01 month (equivalent to 22 working days). After completing the task and receiving confirmation from the receiving unit, employees will be paid the support amounts according to regulations.
Attracting Doctors: Opening Doors for Talent
To supplement the source of doctors with university degrees, the city implements an attraction policy based on the number of payroll slots and the job title structure of each unit. After successful recruitment or reception, units will report to the Department of Health, which will then submit the cases to the City People's Committee for a decision on the attraction regime. The Finance Department is tasked with allocating the budget promptly for units to pay the attracted personnel.
Discipline in Reimbursement and Implementation
The Health Department's guidelines also strictly regulate the reimbursement of funds. If the commitment regarding the working period is not met, the policy beneficiary must reimburse training costs and return 100% of the one-time financial support received.
Within 60 days of a reimbursement decision, the violator must pay the full amount into the state budget; otherwise, they will be handled according to legal regulations. The Department of Health requires units to implement the policy openly and transparently, promptly reporting any difficulties for city-level handling.
With systematic investment and detailed implementation instructions, Hai Phong's medical human resources policy is expected to create a powerful transformation, building a team of medical professionals who are both "red and expert," ready to meet all people's health care needs in the new situation.