SPANISH CIVIL SERVICE REMUNERATION SYSTEM

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SPANISH CIVIL SERVICE REMUNERATION SYSTEM General
framework
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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 one that lasted
until 1964
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• 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

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• 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.

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• 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.

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• LAW 30/84.
• REMUNERATION COMPONENTS
• 1. Sueldo, linked to the Group (Academic)
• 2. Triennial (seniority) paid for every three
  years of service in 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 the interval of Job levels
  that can be linked to each Corps

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• 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 ".

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• 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

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• 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

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• 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 than his Personal Level
• Right to earn the Personal Level remuneration
  whenever it is higher than the Level of the Job
  Position he holds

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SPANISH CIVIL SERVICE REMUNERATION
SYSTEM Quantitative Data
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• 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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• 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.

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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.

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• SYNTHESIS

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• 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

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• 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