The unions harshly criticize the draft law on Public Function of the General State Administration, approved this Tuesday in the Council of Ministers
Unions on the warpath against the draft law on the Public Function of the General State Administration, approved this Tuesday by the Council of Ministers. The text, which is still open to changes in its parliamentary process, includes the possibility that civil servants will be moved from the position obtained by competition if they fail the performance evaluation that they will have to go through from now on.
Specifically, a negative result would lead to “the non-assessment of the merit of experience” during the selection processes to which they attend. In the norm, the Government does not define how this performance evaluation will be, by which the conduct and results of public employees are measured annually. However, it does detail that it will be mandatory and that it will affect both the evolution of the career and the perception of certain salary supplements.
The unions have strongly criticized the text this Wednesday, considering that “it opens the door to remove whoever has obtained a position by competition based on that evaluation.” In a press conference, both the UGT and the CCOO have described this fact as “very serious”, considering the evaluation “as something irrefutable that leaves the person without defense in administrative proceedings against a negative evaluation”,
From the Government they defend that the incorporation of this evaluation to the norm pursues an improvement of the productivity and the adequacy of the professional career to the fulfillment of the functions of the employee or the public employee. They also confirm that this performance evaluation will influence possible promotions, which will also take into account the professional trajectory.
salary supplement
The text also includes the creation of two new salary supplements for public employees. Again, they are based on performance evaluation, in addition to the professional one.
The first of these is the career plugin. This will reward the progression that is achieved in the professional career. Its amount will be the same for all civil servants of the same group or subgroup of professional classification that have it recognized. The other will be the performance plugin. Access to it will be linked to passing the performance evaluations raised during the professional career. The performance and achievements of workers in the public sphere.
In this way, the complementary remunerations would be the destination complement, the specific complement, the performance complement and the career complement.
To these must be added the renowned supplement for extraordinary services, which is the one that remunerates services rendered outside the ordinary working day or extraordinary activity carried out in the workplace.
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