The Remuneration System for Federal Civil Servants
and Salary Reform
Union, principally financed by the EU.
A joint initiative of the OECD and the European
In the Belgian Public Sector
Johan Janssens - Vilnius 14 December 2006
“Remuneration Systems for Civil Servants and Salary Reform”
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Career as a civil servant
IN
OUT
recruitment
retirement
COPERNICUS
reform
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Citizen = always central
IN
OUT
recruitment
retirement
COPERNICUS
reform
© OECD
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Union, principally financed by the EU.
A joint initiative of the OECD and the European
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
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Copernicus reform
A new
organisational
structure
Better
Employer
&
better service
provider
A new
management
culture
A modern
vision for
human
resources
New ways
of
working
“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
Union, principally financed by the EU.
A joint initiative of the OECD and the European
PILLAR ONE
A new organisational structure
Key changes:


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.
Abolition of the ministerial cabinets,
resulting in increased efficiency and
responsibility for the Administration.
© OECD
ICT
FPS Internal Affairs
FPS Social Security
FPS Public Health
FPS Defences
FPS Justice
…
FPS Finances
FPS Foreign Affairs
Services
B&B
Public
P&O
Horizontal
PMO
4
Federal
Union, principally financed by the EU.
Federal Public services
A joint initiative of the OECD and the European
10 Vertical
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Union, principally financed by the EU.
A joint initiative of the OECD and the European
PILLAR TWO
A new management culture
Key changes:




Top managers work according to mandates.
Management has to take a key role in a
new process of evaluation of staff.
Effective control mechanisms ensure
freedom to act in a clear framework.
Personnel are better informed about their
role and the changes underway.
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Union, principally financed by the EU.
A joint initiative of the OECD and the European
N
N-1
N-1
N-2 N-2 N-2
N-2 N-2
N-3 N-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.
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
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:
 people: training and career development
 infrastructure: new buildings, offices, facilities and
equipment
 systems: IT, e-government, support systems
 processes: better, leaner, more cost-effective
processes, delivering better services
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Union, principally financed by the EU.
A joint initiative of the OECD and the European
PILLAR FOUR
A modern vision for human resource
management
Key changes:


Greater focus on skills development and career prospects for staff.
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.
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Union, principally financed by the EU.
A joint initiative of the OECD and the European
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Organisation
Management
Level A
Level B
management & staff
functions
study , conception or
coordination functions
specialised functions
Level C
logistic, support,
administrative functions
Level D
easy administrative,
manual functions
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Union, principally financed by the EU.
A joint initiative of the OECD and the European
Graduate requirements
Management
University or level A
& management experiences
Level A
Level B
University (master)
High school (bachelor)
Level C
Level D
Interlevel promotion
Secondary school
No diploma
© OECD
(situation 30/06/2006:
83.897 federal civil servants)
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Pro info
Men versus women
Contract versus appointed
26%
49%
contract
appointed
men
w omen
51%
74%
Men versus women a level
Level A-D
100%
20%
33%
18%
29%
level A
level B
level C
level D
80%
60%
women
40%
men
20%
0%
level A
level B
level C
level D
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Job classification
 domain of expertise
 expertise levels
Is in accordance with the needs
of the government and with the
competence of its staff
 Values the public servants for its
competences and its level of
specialisation and expertise.

© OECD
1.
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Job classification of functions in
17 domains of expertise or knowledge.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
Budget & public finances
Communication & information
Economy
Tax law
Human & animal health
Employment
Sciences, studies & research
General management
Logistics
Mobility & transport
Social security & Social protection
Juridical norms & disputes
Technology & infrastructure
Personnel & Organisation
ICT
Population & security
International relations
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
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 A5
Expertise level A4
Expertise level A3
Expertise level A2
Expertise level A1
lowest
© OECD
Union, principally financed by the EU.
Level A5
Expertise
level
Level A4
class
Level A3
level A2
Level A1
Economy
ICT
expertise
class
Tax laws
Domain of
class
Communication
A joint initiative of the OECD and the European
Function class = intersection where the domain of expertise
and expertise level crosses.
Function class determines the place of a civil servant in its
career.
…
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Pecuniary career
Class
Salary scale
A5
A51
A52
A53
A4
A41
A42
A43
A3
A31
A32
A33
A2
A21
A22
A23
A1
A11
A12
© OECD
Pecuniary seniority
60.000,00
50.000,00
A11
A12
40.000,00
A21
A22
30.000,00
A23
A31
20.000,00
A32
A33
10.000,00
26
24
22
20
18
16
14
12
10
8
6
4
0,00
2

The pecuniary seniority corresponds with the
duration of the services taken in account to
calculate the salary.
The raising in a salary scale depends on the
pecuniary seniority.
0
Union, principally financed by the EU.
A joint initiative of the OECD and the European

© OECD
Class
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Horizontal salary scale progression
Salary scale
A5
A51
6Y
No CB
A52
6Y
No CB
A53
A4
A41
6Y+CT
No CB
A42
6Y+CT
No CB
A43
A3
A31
6Y+CT
CB=4200€
A32
6Y+CT
CB=4200€
A33
A2
A21
6Y+CT
CB=4200€
A22
6Y+CT
CB=4200€
A23
A1
A11
6Y+CT
CB=2800€
A12
6Y+CT
CB=2800€
A21
• Horizontal growth = progression to higher salary scale through
competence test (CT)
• Competence bonus (CB)
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Certified competence training
actualises and develops the
qualifications and competences;
 ends after a validation test of the
achieved knowledge;
 is organised separately for each
domain of expertise;
 is mostly 6 years valid.

© OECD
Class
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Vertical salary scale progression
Salary scale
A5
A51
6Y
No CF
A52
6Y
No CF
A53
A4
A41
6Y+CT
No CF
A42
6Y+CT
No CF
A43
A3
A31
6Y+CT
CF=4200€
A32
6Y+CT
CF=4200€
A33
A2
A21
6Y+CT
CF=4200€
A22
6Y+CT
CF=4200€
A23
A1
A11
6Y+CT
CF=2800€
A12
6Y+CT
CF=2800€
A21
2 years
4 years
2 years
Progression to a higher salary level after being selected for a
job with substantially higher responsibilities
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Levels B,C and D

Level B:

administrative,
technical, financial or
ICT-experts

Progression to
higher salary scale
through a
competence test,
after a certified
competency
training based on
the content of the
job
Level C:
administrative or
technical assistants

Level D:
administrative,
technical, kitchen or
cleaning co-worker
Only horizontal
progression:

Less importance to
seniority
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Level A
Seniority
A11
Gross
monthly
amount
minimum 2503,07 €
Net
monthly
amount
1538,37 €
A32
11 years
4759,04 € 2514,00 €
A43
maximum 6748,46 € 3318,40 €
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Level B
Seniority
minimum
Gross
monthly
amount
1729,96 €
Net
monthly
amount
1212,66 €
Administrative
expert
maximum
3508,19 €
1982,18 €
Techn. &
financial
expert
minimum
1922,38 €
1293,18 €
maximum
3789,99 €
2107,75 €
ICT-expert
minimum
1976,15 €
1319,98 €
maximum
4026,42 €
2209,61 €
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Level C
Seniority
Gross
monthly
amount
Net monthly
amount
Administr. &
techn.
assistant
minimum
1632,91 €
1168,38 €
maximum
3107,84 €
1816,30 €
Level D
Seniority
Gross
monthly
amount
Net monthly
amount
Administrative coworker
minimum
1472,82 €
1089,02 €
maximum
2265,13 €
1426,76 €
Technical
Co-worker
minimum
1509,03 €
1107,23 €
maximum
2714,04 €
1643,89 €
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Management &
staff functions







Categorie 1 = 72.773,36 €
Categorie 2 = 79.958,24 €
Categorie 3 = 91.725,42 €
Categorie 4 = 102.474,78 €
Categorie 5 = 122.356,94 €
Categorie 6 = 143.047,82 €
Categorie 7 = 164.664,51 €
© OECD
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Union, principally financed by the EU.
A joint initiative of the OECD and the European
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
Union, principally financed by the EU.
A joint initiative of the OECD and the European
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:
 Working day = weekdays, except Saturday,
Sunday, holidays
 Performed working days : working days for
which a salary is granted
 Working timetable : number of working days to
perform during a month by the civil servant
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Net monthly amount
Appointed civil servant
Contract 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
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Various bonuses
and benefits
Housing Allowance
Holiday Savings and
Copernicus Bonus
End of Year Allowance
Foreign Language Allowance
Higher Position Allowance
Family Allowances
Child or Adoption Allowance Competence Allowance
Management Bonus
Integration bonus
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Various allowances
Allowance = compensation
Accommodation expenses
 Transport expenses
 Mileage expenses
 Bicycle allowance

© OECD
© OECD
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Union, principally financed by the EU.
A joint initiative of the OECD and the European
Copernicus for the civil servant

new possibilities for career development and
mobility

new training opportunities related to work and
personal development

a new salary structure

greater freedom and responsibility for
management

evaluation to ensure improved personal
development

more efficient ways of working

a better working environment with better tools
Copernicus for the citizen
 a citizen-centred Administration
 a more accessible, more understanding
Administration better, and more
efficient services
 increased confidence in the
government and the public services it
provides
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Union, principally financed by the EU.
A joint initiative of the OECD and the European
Thank you
for your
attention
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Sveikinu su
Šv. Kalėdom
ir
Naujaisiais
Metais!
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Q&A
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