The Remuneration System for Federal Civil Servants and Salary Reform In the Belgian Public Sector

1. The Remuneration System for Federal Civil Servants and Salary Reform In the Belgian Public Sector Johan Janssens - Vilnius 14 December 2006“Remuneration Systems for Civil Servants and Salary Reform”

2. Career as a civil servant IN recruitment OUT retirement COPERNICUS reform

3. Citizen = always central IN recruitment OUT retirement COPERNICUS reform

4. Copernicus reform The need for reform?

5. The former career and reward system … • Gave rise to problems of internal equity • Because job content was not considered in reward • Did not stimulate individual development • Because career & salary growth were largely determined by years of service and quota • Created obstacles for internal mobility • Because the system was highly complex and not transparent • Created problems in recruiting & retaining skilled people • Because remuneration was not always in line with market

6. A new organisational structure A modern vision for human resources Better Employer & better service provider A new management culture New ways of working Copernicus reform “Copernicus” is an integrated approach to the reform of the Federal Administration based on 4 pillars. Each pillar contributes to achieving the two central objectives.

7. PILLAR ONEA new organisational structure Key changes: • A revision of the policy areas and services dealt with by each ministry; realignment of the way they are organised; grouping of related policy areas in new services. • Abolition of the ministerial cabinets, resulting in increased efficiency and responsibility for the Administration.

8. 10 Vertical Federal Public services FPS Finances FPS Foreign Affairs FPS Internal Affairs FPS Social Security FPS Public Health FPS Defences FPS Justice 4 Horizontal Federal Public Services PMO P&O B&B ICT …

9. PILLAR TWOA new management culture Key changes: • Top managers work according to mandates. • Management has to take a key role in a new process of evaluation of staff. • Effective control mechanisms ensure freedom to act in a clear framework. • Personnel are better informed about their role and the changes underway.

10. N N-1 N-1 N-2 N-2 N-2 N-2 N-2 N-3 N-3 N N N-1 N-1 N-2 N-2 N-2 N-2 N-2 N-3 N-3 Mandates apply to the top three levels of management (N, N-1, N-2). Within the FPS Finance, by far the largest public service, there is also an N-3 level, governed by a mandate.

11. PILLAR THREENew ways of working – benefits to staff and citizens Key changes: BUSINESS PROCESS RE-ENGINEERING - AT THE HEART OF COPERNICUS Improvement through investment in: • people: training and career development • infrastructure: new buildings, offices, facilities and equipment • systems: IT, e-government, support systems • processes: better, leaner, more cost-effective processes, delivering better services

12. PILLAR FOURA modern vision for human resource management Key changes: • Greater focus on skills development and career prospects for staff. • Aim to make the civil service a better employer. The new human resource policy places a new value on the skills of its personnel and on increasing personnel satisfaction.  3 main aspects of human resource management: • Professional selection and recruitment of personnel. • Remuneration and career possibilities in line with the private sector. • Skills-building and personal development.

13. Copernicus reform In practice?

14. Management management & staff functions Level A study , conception or coordination functions Level B specialised functions Level C logistic, support, administrative functions Level D easy administrative, manual functions Organisation

15. Graduate requirements Management University or level A & management experiences Level A University (master) Level B High school (bachelor) Level C Secondary school Level D No diploma Interlevel promotion

16. Pro info(situation 30/06/2006: 83.897 federal civil servants)

17. Job classification domain of expertise  expertise levels • Is in accordance with the needs of the government and with the competence of its staff • Values the public servants for its competences and its level of specialisation and expertise.

18. Job classification of functions in 17 domains of expertise or knowledge. • Budget & public finances • Communication & information • Economy • Tax law • Human & animal health • Employment • Sciences, studies & research • General management • Logistics • Mobility & transport • Social security & Social protection • Juridical norms & disputes • Technology & infrastructure • Personnel & Organisation • ICT • Population & security • International relations

19. Each domain of expertise is subdivided in expertise levels. Each expertise level classifies the functions of a similar level of complexity, technical know-how and responsibility. Expertise level A5 Expertise level A4 Expertise level A3 Expertise level A2 Expertise level A1 lowest

20. Tax laws ICT Communication Economy Level A5 Level A4 Expertise level Level A3 level A2 Level A1 Domain of expertise … Function class = intersection where the domain of expertise and expertise level crosses. Function class determines the place of a civil servant in its career. class class class

21. Pecuniary career

22. Pecuniary seniority • The pecuniary seniority corresponds with the duration of the services taken in account to calculate the salary. • The raising in a salary scale depends on the pecuniary seniority.

23. Horizontal salary scale progression • Horizontal growth = progression to higher salary scale through competence test (CT) • Competence bonus (CB)

24. Certified competence training • actualises and develops the qualifications and competences; • ends after a validation test of the achieved knowledge; • is organised separately for each domain of expertise; • is mostly 6 years valid.

25. Vertical salary scale progression 2 years 4 years 2 years Progression to a higher salary level after being selected for a job with substantially higher responsibilities

26. Levels B,C and D • Level B: administrative, technical, financial or ICT-experts • Level C: administrative or technical assistants • Level D: administrative, technical, kitchen or cleaning co-worker • Only horizontal progression: Progression to higher salary scale through a competence test, after a certified competency training based on the content of the job • Less importance to seniority

30. Management & staff functions • Categorie 1 = 72.773,36 € • Categorie 2 = 79.958,24 € • Categorie 3 = 91.725,42 € • Categorie 4 = 102.474,78 € • Categorie 5 = 122.356,94 € • Categorie 6 = 143.047,82 € • Categorie 7 = 164.664,51 €

31. Copernicus reform Global remuneration?

32. Working out the global remuneration = + gross monthly salary amount (= gross yearly salary amount corresponding to the pecuniary seniority & the salary scale * indexation / 12) + various taxable allowances, bonuses and benefits • social contributions • taxes • a particular social security contribution + various non taxable allowances, bonuses and benefits = Net monthly remuneration amount

33. Working out the salary:incomplete salary % performance x number of performed working days number of working days to perform according to the working timetable Clarification: • Working day = weekdays, except Saturday, Sunday, holidays • Performed working days : working days for which a salary is granted • Working timetable : number of working days to perform during a month by the civil servant

34. Net monthly amount

35. Various bonuses and benefits

36. Various allowances Allowance = compensation • Accommodation expenses • Transport expenses • Mileage expenses • Bicycle allowance

37. Copernicus reform Evaluation?

38. Copernicus for the civil servant • new possibilities for career development and mobility • new training opportunities related to work and personal development • a new salary structure • greater freedom and responsibility for management • evaluation to ensure improved personal development • more efficient ways of working • a better working environment with better tools • Copernicus for the citizen • a citizen-centred Administration • a more accessible, more understanding Administration better, and more efficient services • increased confidence in the government and the public services it provides

39. Thank you for your attention

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41. Q & A