© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. 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”

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. IN recruitmentOUT retirement Career as a civil servant COPERNICUS reform

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. IN recruitmentOUT retirement Citizen = always central COPERNICUS reform

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU.

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. The former career and reward system … 1. Gave rise to problems of internal equity  Because job content was not considered in reward 2. Did not stimulate individual development  Because career & salary growth were largely determined by years of service and quota 3. Created obstacles for internal mobility  Because the system was highly complex and not transparent 4. Created problems in recruiting & retaining skilled people  Because remuneration was not always in line with market

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Copernicus reform A new organisational structure A modern vision for human resources A new management culture New ways of working BetterEmployer & better service better serviceprovider “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.

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. PILLAR ONE A new organisational structure Key changes: l 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. l Abolition of the ministerial cabinets, resulting in increased efficiency and responsibility for the Administration.

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. PMO P&O B&B ICT FPS Finances FPS Foreign Affairs FPS Internal Affairs FPS Social Security FPS Public Health FPS Defences FPS Justice 4HorizontalFederalPublicServices 10 Vertical Federal Public services …

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. PILLAR TWO A new management culture Key changes: l Top managers work according to mandates. l Management has to take a key role in a new process of evaluation of staff. l Effective control mechanisms ensure freedom to act in a clear framework. l Personnel are better informed about their role and the changes underway.

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. N N-1N-1 N-2N-2N-2N-2N-2 N-3N-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. N N-1N-1 N-2N-2N-2N-2N-2 N-3N-3N

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. PILLAR THREE New ways of working – benefits to staff and citizens Key changes: BUSINESS PROCESS RE-ENGINEERING - AT THE HEART OF COPERNICUS Improvement through investment in: l people: training and career development l infrastructure: new buildings, offices, facilities and equipment l systems: IT, e-government, support systems l processes: better, leaner, more cost-effective processes, delivering better services

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. PILLAR FOUR A modern vision for human resource management Key changes: l Greater focus on skills development and career prospects for staff. l 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.

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU.

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Organisation Level A Level B Level C Management Level D study, conception or coordination functions specialised functions logistic, support, administrative functions easy administrative, manual functions management & staff functions

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Graduate requirements Level A Level B Level C Management Level D University (master) High school (bachelor) Secondary school No diploma University or level A & management experiences Interlevel promotion

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Pro info (situation 30/06/2006: federal civil servants)

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Job classification  domain of expertise  expertise levels l Is in accordance with the needs of the government and with the competence of its staff l Values the public servants for its competences and its level of specialisation and expertise.

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Job classification of functions in 17 domains of expertise or knowledge. 1. Budget & public finances 2. Communication & information 3. Economy 4. Tax law 5. Human & animal health 6. Employment 7. Sciences, studies & research 8. General management 9. Logistics 10. Mobility & transport 11. Social security & Social protection 12. Juridical norms & disputes 13. Technology & infrastructure 14. Personnel & Organisation 15. ICT 16. Population & security 17. International relations

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. 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 A1 Expertise level A2 Expertise level A3 Expertise level A4 Expertise level A5 lowest

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. 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 … Level A1 Level A5 Level A4 Level A3 level A2 Tax laws ICTCommunicationEconomy Expertise level Domain of expertise

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Pecuniary career ClassSalary scale A5A51A52A53 A4A41A42A43 A3A31A32A33 A2A21A22A23 A1A11A12

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Pecuniary seniority l The pecuniary seniority corresponds with the duration of the services taken in account to calculate the salary. l The raising in a salary scale depends on the pecuniary seniority.

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Horizontal growth = progression to higher salary scale through competence test (CT) Horizontal growth = progression to higher salary scale through competence test (CT) Competence bonus (CB) Competence bonus (CB) Horizontal salary scale progression ClassSalary scale A5A516Y No CB A526Y No CB A53 A4A416Y+CT No CB A426Y+CT No CB A43 A3A316Y+CT CB=4200€ A326Y+CT CB=4200€ A33 A2A216Y+CT CB=4200€ A226Y+CT CB=4200€ A23 A1A116Y+CT CB=2800€ A126Y+CT CB=2800€ A21

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Certified competence training l actualises and develops the qualifications and competences; l ends after a validation test of the achieved knowledge; l is organised separately for each domain of expertise; l is mostly 6 years valid.

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Vertical salary scale progression ClassSalary scale A5A516Y No CF A526Y No CF A53 A4A416Y+CT No CF A426Y+CT No CF A43 A3A316Y+CT CF=4200€ A326Y+CT CF=4200€ A33 A2A216Y+CT CF=4200€ A226Y+CT CF=4200€ A23 A1A116Y+CT CF=2800€ A126Y+CT CF=2800€ A21 Progression to a higher salary level after being selected for a job with substantially higher responsibilities 2 years 4 years 2 years

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Levels B,C and D l Only horizontal progression: Progression to higher salary scale through a competence test, after a certified competency training based on the content of the job l Less importance to seniority l l Level B: administrative, technical, financial or ICT-experts l l Level C: administrative or technical assistants l l Level D: administrative, technical, kitchen or cleaning co-worker

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Level ASeniorityGross monthly amount Net monthly amount A11minimum2503,07 €1538,37 € A3211 years4759,04 €2514,00 € A43maximum6748,46 €3318,40 €

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Level BSeniorityGross monthly amount Net monthly amount Admini- strative expert minimum1729,96 €1212,66 € maximum3508,19 €1982,18 € Techn. & financial expert minimum1922,38 €1293,18 € maximum3789,99 €2107,75 € ICT-expertminimum1976,15 €1319,98 € maximum4026,42 €2209,61 €

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Level CSeniorityGross monthly amount Net monthly amount Administr. & techn. assistant minimum1632,91 €1168,38 € maximum3107,84 €1816,30 € Level DSeniorityGross monthly amount Net monthly amount Admini- strative co- worker minimum1472,82 €1089,02 € maximum2265,13 €1426,76 € Technical Co-worker minimum1509,03 €1107,23 € maximum2714,04 €1643,89 €

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Management & staff functions l Categorie 1 = ,36 € l Categorie 2 = ,24 € l Categorie 3 = ,42 € l Categorie 4 = ,78 € l Categorie 5 = ,94 € l Categorie 6 = ,82 € l Categorie 7 = ,51 €

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU.

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. 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

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. 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: l Working day = weekdays, except Saturday, Sunday, holidays l Performed working days : working days for which a salary is granted l Working timetable : number of working days to perform during a month by the civil servant

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Net monthly amount Appointed civil servantContract civil servant - 7,50% Fund of survivor’s pensions - 1,15% for sickness and invalidity insurance (allowances) - 3,55% for sickness and invalidity insurance (medical care) - 0,87% for unemployment insurance - Tax contribution- 3,55% for sickness and invalidity insurance (medical care) - Special contribution for social security - 7,50% for old-age and survivor’s pension - Tax contribution - Special contribution for social security

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Various bonuses and benefits Housing AllowanceHoliday Savings and Copernicus Bonus End of Year AllowanceForeign Language Allowance Higher Position AllowanceFamily Allowances Child or Adoption AllowanceCompetence Allowance Management BonusIntegration bonus

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Various allowances Allowance = compensation l Accommodation expenses l Transport expenses l Mileage expenses l Bicycle allowance

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU.

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Copernicus for the civil servant l new possibilities for career development and mobility l new training opportunities related to work and personal development l a new salary structure l greater freedom and responsibility for management l evaluation to ensure improved personal development l more efficient ways of working l a better working environment with better tools Copernicus for the citizen l l a citizen-centred Administration l l a more accessible, more understanding Administration better, and more efficient services l l increased confidence in the government and the public services it provides

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Thank you for your attention

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Sveikinu su Šv. Kalėdom ir Naujaisiais Metais!

© OECD A joint initiative of the OECD and the European Union, principally financed by the EU. Q & A