SPANISH CIVIL SERVICE
REMUNERATION SYSTEM
© OECD

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

 MAIN CHARACTERISTICS OF 1918 SYSTEM
 The Civil Servants were structured in CORPS, internally classified in hierarchical CATEGORIES.
 The Public Administration FUNCTIONS were those of the Corps
 The JOB POSITIONS were LINKED to the
Categories of the Corps
 REMUNERATION was linked to the Categories
 There was an ADMINISTRATIVE CAREER for the members of each Corps within the Corps
 EACH Ministry MANAGED the Corps that were ascribed to it


1964 Reform
 IMPORTANT CHANGES took place:
 The CLASSIFICATION of each employee in CATEGORIES inside each Corps DISAPPEARED
 The structured ADMINISTRATIVE CAREER DISAPPEARED.
 A BASIC Job CLASSIFICATION was introduced
 BESIDE THE CORPS remuneration components, SOME
SUPPLEMENTARY remuneration was established
 One of them was linked to the Job level or grade (Level supplement)
 Another linked to the prolongation of working hours (special
Dedication)
 Others linked to the Corps but with an internal distribution made by the Corp leadership, generally with a hierarchical approach.
 The Job Positions were LINKED, in practice, TO THE CORPS the civil servant belonged to.

Law 30/84
 Modified the remuneration system, giving
PREVALENCE to those remunerations that are linked to the JOB POSITION
 NO IDENTITY between the CORPS and the
FUNCTIONS of the Civil Services anymore.
 The NUMBER AND TYPE of JOB POSITIONS of each
Unit will be those that appear in its own JOB
POSITIONS LIST (RTP)
 All Civil Service JOB POSITIONS are structured in
30 LEVELS
 The 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.

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

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 ".

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

REMUNERATION SYSTEM MANAGEMENT
The candidates, through of the
EXAMS , become members
CORPS : CIVIL SERVANTS
Each Ministry ascribe the Civil Servants to a
Job Position within its structures THROUGH :
 Provisional appointment
 Free appointment
 Merit Competition

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

SPANISH CIVIL SERVICE
REMUNERATION SYSTEM
Quantitative Data

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

º



 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.
 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.

 BRIEF HISTORICAL BACKGROUND the Spanish Civil Service
Remuneration System of
 1918 CORPS + CATEGORIES.
 1964 CORPS + Jobs
 1984 JOB POSITIONS + Corps
 2007 JOB POSITIONS + Corps +
Remuneration Steps

REMUNERATION
COMPONENTS
Job position
Personal
Guarantee
Flexible
ADVANTAGES
CLARIFIES the organization
STRUCTURE
Recognises the level of
ACADEMIC STUDIES
Recognises de CAREER
Facilitates the
MANAGEMENT

 The REMUNERATION SYSTEM is not an
independent tool but is deeply linked to
 1. RECRUITMENT (how to recruit)
 3. Public Administration STABILITY
 3. EMPLOYEE MOVILITY (inside P.A)
 4. FLEXIBLE MANAGEMENT
 5. Professional CAREER