The regulation for the application of the horizontal professional career is moving forward to launch it on January 1, while the negotiation with civil servants’ unions continues. The most complex question has been to position active workers in this route and resolve the situation of temporary workers, the main source of conflict. But for a public worker in the general or special corps who now starts his career in the administration – the calculation starts once the probationary year has been passed – the drafted draft defines a consolidable salary growth structure based on merits that he will have six key periods in a typical 30-year career. These are the six times when you can graduate without having to change jobs or move up the hierarchy, and obtain a higher percentage of the career supplement associated with the salary scale of the job. Climbing one of these steps will require from four to six years in the workplace, depending on the degree where you are at that time. After passing the first (of four years), 13% of the supplement will be recognized; 33%, in the second (six years); 46%, in the third (another four-year period); 66%, in the fourth (out of six); 80% in the fifth (out of four); and 100%, in the last (of six) and completed 30 years. If the maximum is reached and the link to the administration continues, the incentive will then be non-salary: or extra rest time or reduced working hours.
Participating in the obligations inherent in the race will be voluntary. However, this salary progression and the triennials (seniority supplements every three years) are waived they will be deleted for everyone and will become five-year terms (will be charged every five years). This change already has a date: it will be from 2029. Passing each step will require professional merits to be proven, differentiated into four main categories: training, associated functions (tasks additional to job duties), mobility (change of workplace with more skills) i performance evaluation. The maximum score will be 40 points and the minimum to progress, 20. There is another essential requirement: having obtained at least 65% of the maximum score in the performance evaluation, which measures the achievement of the objectives set by the employee. This whole system will be managed through an electronic platform that will allow public workers to apply for growth on this horizontal scale and present all the supporting documentation. There will be calls in the second semester of each year and Public Function will solve every January 1. If the resolution is later, what is earned in remuneration will be paid retroactively from that date. If they are unfavorable, the resolutions can be appealed.
There is another derivative in this structure. They are six degrees of horizontal development but grouped into three levels of ten years associated with stages of professional expertise: initial, consolidated and expert. It means that going from grade 1 to 2 will not have the same requirements as going from 2 to 3which means accessing the consolidated level. Overcoming this second transition will involve an assessment of skills: common and specific. The draft regulation points out that municipalities will have to consider professional development, internal or external user orientation and digital or technical skills and that special bodies will have to propose at least two specific skills, adapted to their functions. Who will evaluate will be the commands.
This regulation develops the main lines of what is included in the bill accompanying the budget, in parliamentary procedure. Regarding the position of active civil servants, what it fixes is the application of 1.67% per year on the salary to resituate them in the retributive band, but the regulations must finish setting the conditions. In any case, a first repayment must be made in 2027.
THE STRUCTURE
- SIX KEY MOMENTS TO GROW. After passing the probationary period, the official will start a career with six moments in which he will be able to graduate. They will be every four or six years, depending on the degree.
- PERCENTAGE OF CAREER COMPLEMENT. Earning a degree is associated with the achievement of a percentage of the job’s career complement, from 13% of grade 1 to 100% of grade 6.
- ANNUAL CALL AND PLATFORM. In the second semester of each year, the Government will make the call to raise a grade and the civil servant will submit the application through a digital platform.
ENDORSEMENT OF SPECIAL BODIES TO THE FORMULA
Apparently the only point of friction he has yet to resolve Public Function with the unions is the solution for temporary workers and that only affects the general body and the education body. The SEP he has been the most combative and this past Thursday he had to hold the assembly with the affiliates to define a position that will finally be made on November 4. In recent weeks, there have been approaches to find a formula that satisfies and that allows temporary workers, once they become civil servants, to be able to advance in their career for the years they have worked on a temporary basis. Those who endorse the race are the unions of the special forces. Although “the feeling that perhaps something more could have been achieved is always there”, the conclusion is satisfactory. “A good understanding has been reached”, they point out.
