1. © OECD A joint initiative of the OECD and the European Union, principally financed by the EU 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 one that lasted until 1964

3. zMAIN CHARACTERISTICS OF 1918 SYSTEM zThe Civil Servants were structured in CORPS, internally classified in hierarchical CATEGORIES. zThe Public Administration FUNCTIONS were those of the Corps zThe JOB POSITIONS were LINKED to the Categories of the Corps zREMUNERATION was linked to the Categories zThere was an ADMINISTRATIVE CAREER for the members of each Corps within the Corps zEACH Ministry MANAGED the Corps that were ascribed to it

4. z1964 Reform zIMPORTANT CHANGES took place: zThe CLASSIFICATION of each employee in CATEGORIES inside each Corps DISAPPEARED zThe structured ADMINISTRATIVE CAREER DISAPPEARED. zA BASIC Job CLASSIFICATION was introduced zBESIDE THE CORPS remuneration components, SOME SUPPLEMENTARY remuneration was established zOne of them was linked to the Job level or grade (Level supplement) zAnother linked to the prolongation of working hours (special Dedication) zOthers linked to the Corps but with an internal distribution made by the Corp leadership, generally with a hierarchical approach. zThe Job Positions were LINKED, in practice, TO THE CORPS the civil servant belonged to.

5. Law 30/84 zModified the remuneration system, giving PREVALENCE to those remunerations that are linked to the JOB POSITION zNO IDENTITY between the CORPS and the FUNCTIONS of the Civil Services anymore. zThe NUMBER AND TYPE of JOB POSITIONS of each Unit will be those that appear in its own JOB POSITIONS LIST (RTP) zAll Civil Service JOB POSITIONS are structured in 30 LEVELS zThe 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 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

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 : zProvisional appointment zFree appointment zMerit 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 than his 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

20. z From the examples, we can see that the JOB remuneration component of the Deputy General Director represents 68,4% of the total remuneration. z 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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23. z 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.

27.  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. z 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. REMUNERATION GUARANTEE

29. SYNTHESIS

30. zBRIEF HISTORICAL BACKGROUND of the Spanish Civil Service Remuneration System z1918 CORPS + CATEGORIES. z1964 CORPS + Jobs z1984 JOB POSITIONS + Corps z2007 JOB POSITIONS + Corps + Remuneration Steps

31. REMUNERATION COMPONENTS ADVANTAGES Job positionCLARIFIES the organization STRUCTURE PersonalRecognises the level of ACADEMIC STUDIES GuaranteeRecognises de CAREER FlexibleFacilitates the MANAGEMENT

32. z1. RECRUITMENT (how to recruit) z3. Public Administration STABILITY z3. EMPLOYEE MOVILITY (inside P.A) z4. FLEXIBLE MANAGEMENT z5. Professional CAREER zThe REMUNERATION SYSTEM is not an independent tool but is deeply linked to