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SPANISH CIVIL SERVICE REMUNERATION SYSTEM General framework

Detailed historical journey from the 19th century to present reforms in the Spanish civil service remuneration system, highlighting key changes and regulations.

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SPANISH CIVIL SERVICE REMUNERATION SYSTEM General framework

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  1. SPANISH CIVIL SERVICE REMUNERATION SYSTEM General framework

  2. SPANISH CIVIL SERVICE EVOLUTION The structuring of the Spanish civil service system began in the second half of the 19th century, patterning itself after the French model. In 1918, with the promulgation of the Maura Statute for the Spanish Public Administration, the old “spoils system” was replaced by a new onethat lasted until 1964

  3. MAIN CHARACTERISTICS OF 1918 SYSTEM • The Civil Servants were structured in CORPS, internally classified in hierarchical CATEGORIES. • The Public Administration FUNCTIONS were those of the Corps • The JOB POSITIONS were LINKED to the Categories of the Corps • REMUNERATION was linked to the Categories • There was an ADMINISTRATIVE CAREER for the members of each Corps within the Corps • EACH Ministry MANAGED the Corps that were ascribed to it

  4. 1964 Reform • IMPORTANT CHANGES took place: • The CLASSIFICATION of each employee in CATEGORIES inside each Corps DISAPPEARED • The structured ADMINISTRATIVE CAREER DISAPPEARED. • A BASIC Job CLASSIFICATION was introduced • BESIDE THE CORPS remuneration components, SOME SUPPLEMENTARY remuneration was established • One of them was linked to the Job level or grade (Level supplement) • Another linked to the prolongation of working hours (special Dedication) • Others linked to the Corps but with an internal distribution made by the Corp leadership, generally with a hierarchical approach. • The Job Positions were LINKED, in practice, TO THE CORPS the civil servant belonged to.

  5. Law 30/84 • Modified the remuneration system, giving PREVALENCE to those remunerations that are linked to the JOB POSITION • NO IDENTITY between the CORPS and the FUNCTIONS of the Civil Services anymore. • The NUMBER AND TYPE of JOB POSITIONS of each Unit will be those that appear in its own JOB POSITIONS LIST (RTP) • All Civil Service JOB POSITIONS are structured in 30 LEVELS • The Corps are classified in FIVE groups (A, B, C, D and E) depending on the degree of ACADEMIC studies that are required to apply to enter the Corps.

  6. LAW 30/84. REMUNERATION COMPONENTS 1. Sueldo, linked to the Group (Academic) 2. Triennial (seniority) paid for every three years of servicein the Corps 3. Extraordinary pay paid twice a year, similar to “additional holiday payments” 4. The Level supplement is related to the level assigned to the Job occupied by the Civil Servant 5. Government set up theinterval of Job levels that can be linked to each Corps

  7. LAW 30/84. REMUNERATION COMPONENTS 5. The Specific Supplement to reward the particular conditions of the Job Position paying attention to its special technical difficulty, dedication, responsibility, incompatibility, risks or harsh difficulty 6. Performance-Pay supplement to reward the special performance, the extraordinary activity and the interest or initiative 7. “Gratificaciones”(one-off bonuses)for extraordinary services done out of the normal working hours".

  8. REMUNERATION SYSTEM MANAGEMENT Government set up the initial Specific supplements for each Job position. (In practice, it was done by the Ministry of Economy and Finances after negotiating with the rest of ministries). From 1987 on the competence on RPT modifications is shared by Ministries of Economy and Finances and Public Administrations Competent Institution CIR EXECUTIVE Institution CECIR

  9. REMUNERATION SYSTEM MANAGEMENT The candidates, through EXAMS, become members of the CORPS: CIVIL SERVANTS Each Ministry ascribe the Civil Servants to a Job Position within its structures THROUGH: • Provisional appointment • Free appointment • Merit Competition

  10. Civil Servants Remuneration Guarantees Right to be ascribed to a Job Position within the level interval corresponding to the CORPS he belongs to Right to consolidate a PERSONAL LEVEL (grade) Right to be ascribed to a Job Position NOT more than TWO levels lower thanhis Personal Level Right to earn the Personal Level remuneration whenever it is higher than the Level of the Job Position he holds

  11. SPANISH CIVIL SERVICE REMUNERATION SYSTEM Quantitative Data

  12. From the examples, we can see that the JOB remuneration component of the Deputy General Director represents 68,4% of the total remuneration. • In the case of the lowest Job (Level 10 Group E) the JOB remuneration component of the Deputy General Director represents only 38,2% of the total remuneration.

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  14. In Table 3 we can see that the VARIABLE component of the total remuneration fluctuates from 16% for the highest Job Position to 8,8% for the lowest one.

  15. REMUNERATION GUARANTEE • In the example, the dismissed Deputy General Director would go from earning 75.245 euros to earn 56.186; that is, he is guaranteed a 74,7% of his previous remuneration. • In the case of the Head of Area, N28, the guarantee is even higher because he would go from earning 53.063 euros to earn 45.205; that is, 85,2% of his previous remuneration.

  16. SYNTHESIS

  17. BRIEF HISTORICAL BACKGROUND of the Spanish Civil Service Remuneration System • 1918 CORPS + CATEGORIES. • 1964 CORPS + Jobs • 1984 JOB POSITIONS + Corps • 2007 JOB POSITIONS + Corps + Remuneration Steps

  18. The REMUNERATION SYSTEM is not an independent tool but is deeply linked to • 1. RECRUITMENT (how to recruit) • 3. Public Administration STABILITY • 3. EMPLOYEE MOVILITY (inside P.A) • 4. FLEXIBLE MANAGEMENT • 5. Professional CAREER

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