the remuneration system for federal civil servants and salary reform in the belgian public sector
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The Remuneration System for Federal Civil Servants and Salary Reform In the Belgian Public Sector. Johan Janssens - Vilnius 14 December 2006 “ Remuneration Systems for Civil Servants and Salary Reform”. Career as a civil servant. IN recruitment. OUT retirement. COPERNICUS reform. - PowerPoint PPT PresentationTRANSCRIPT
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The Remuneration System for Federal Civil Servants and Salary Reform
In the Belgian Public SectorIn the Belgian Public Sector
Johan Janssens - Vilnius 14 December 2006Johan Janssens - Vilnius 14 December 2006““Remuneration Systems for Civil Servants and Salary Reform”Remuneration Systems for Civil Servants and Salary Reform”
© OECD
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ININrecruitment
OUTOUTretirement
Career as a civil servant
COPERNICUS
reform
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ININrecruitment
OUTOUTretirement
Citizen = always central
COPERNICUS
reform
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The former career and The former career and reward system …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
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Copernicus reformCopernicus reform
A new organisational structure
A modern vision for
human resources
A new management culture
New ways of working
BetterBetterEmployerEmployer
&& better servicebetter service
providerprovider
““Copernicus” is an Copernicus” is an integrated approach to the integrated approach to the reform of the Federal reform of the Federal Administration based on 4 Administration based on 4 pillars. Each pillar pillars. Each pillar contributes to achieving the contributes to achieving the two central objectives.two central objectives.
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PILLAR ONEPILLAR ONEA new organisational structureA 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.
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PMOPMO
P&OP&O
B&BB&B
ICTICT
FP
S F
inan
ces
FP
S F
inan
ces
FP
S F
oreig
n Affa
irsF
PS
Fo
reign A
ffairs
FP
S In
tern
al Affa
irsF
PS
Inte
rnal A
ffairs
FP
S S
ocia
l Se
curity
FP
S S
ocia
l Se
curity
FP
S P
ub
lic He
alth
FP
S P
ub
lic He
alth
FP
S D
efence
sF
PS
Defe
nces
FP
S Ju
sticeF
PS
Justice
44
HorizontalHorizontal
FederalFederal
Public Public
ServicesServices
10 Vertical10 Vertical
Federal Public servicesFederal Public services
……
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PILLAR TWOPILLAR TWOA new management cultureA 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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NN
N-1N-1 N-1N-1
N-2N-2 N-2N-2 N-2N-2N-2N-2N-2N-2
N-3N-3 N-3N-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.
NN
N-1N-1 N-1N-1
N-2N-2 N-2N-2 N-2N-2N-2N-2N-2N-2
N-3N-3 N-3N-3
NN
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PILLAR THREEPILLAR THREENew ways of working – New ways of working –
benefits to staff and citizensbenefits to staff and citizensKey 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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PILLAR FOURPILLAR FOURA modern vision for human resource A modern vision for human resource
managementmanagement
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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OrganisationOrganisation
Level ALevel A
Level BLevel B
Level CLevel C
ManagementManagement
Level DLevel D
study , conception or study , conception or coordination functionscoordination functions
specialised functionsspecialised functions
logistic, support, logistic, support, administrative functionsadministrative functions
easy administrative, easy administrative, manual functionsmanual functions
management & staff management & staff functionsfunctions
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Graduate requirementsGraduate requirements
Level ALevel A
Level BLevel B
Level CLevel C
ManagementManagement
Level DLevel D
University (master)University (master)
High school (bachelor)High school (bachelor)
Secondary schoolSecondary school
No diplomaNo diploma
University or level AUniversity or level A& management experiences& management experiences
Interlevel promotionInterlevel promotion
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Pro infoPro info(situation 30/06/2006: (situation 30/06/2006:
83.897 federal civil servants)83.897 federal civil servants)
Contract versus appointed
26%
74%
contract
appointed
Men versus women
49%
51%
men
w omen
Level A-D
20%
18%
29%
33% level A
level B
level C
level D0%
20%
40%
60%
80%
100%
level A level B level C level D
Men versus women a level
women
men
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Job classificationJob classification domain of expertise domain of expertise
expertise levels 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.
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Job classification of functions in 17 domains of expertise or knowledge.
1. Budget & public finances2. Communication & information3. Economy4. Tax law5. Human & animal health6. Employment 7. Sciences, studies & research8. General management9. Logistics10. Mobility & transport11. Social security & Social protection12. Juridical norms & disputes13. Technology & infrastructure14. Personnel & Organisation15. ICT16. Population & security17. International relations
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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 A1Expertise level A1
Expertise level A2Expertise level A2
Expertise level A3Expertise level A3
Expertise level A4Expertise level A4
Expertise level A5Expertise level A5
lowest
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Function class = intersection where the domain of expertise and expertise level crosses.
Function class determines the place of a civil servant in its career.
classclass
classclass
classclass
……
Level A1Level A1
Level A5Level A5
Level A4Level A4
Level A3Level A3
level A2level A2T
ax la
ws
Ta
x law
s
ICT
ICT
Co
mm
unica
tionC
om
mu
nication
Econ
om
yE
cono
my
Expertise
level
Domain ofDomain of
expertiseexpertise
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Pecuniary careerPecuniary career
Class Salary scale
A5 A51 A52 A53
A4 A41 A42 A43
A3 A31 A32 A33
A2 A21 A22 A23
A1 A11 A12
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Pecuniary seniorityPecuniary seniority 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.
0,00
10.000,00
20.000,00
30.000,00
40.000,00
50.000,00
60.000,00
0 2 4 6 8 10 12 14 16 18 20 22 24 26
A11
A12
A21
A22
A23
A31
A32
A33
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• Horizontal growth = progression to higher salary scale through Horizontal growth = progression to higher salary scale through competence test (CT)competence test (CT)
• Competence bonus (CB)Competence bonus (CB)
Horizontal salary scale progressionHorizontal salary scale progression
Class 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
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Certified competence trainingCertified 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.
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Vertical salary scale progressionVertical salary scale progression
Class 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
Progression to a higher salary level after being selected for a Progression to a higher salary level after being selected for a job with substantially higher responsibilitiesjob with substantially higher responsibilities
2 years2 years
4 years4 years
2 years2 years
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Levels B,C and DLevels B,C and D
Only horizontal progression:
Progression to higher salary scale through a competence test, after a certified competency training based on the content of the job
Less importance to seniority
Level B: administrative, technical, financial or ICT-experts
Level C: administrative or technical assistants
Level D: administrative, technical, kitchen or cleaning co-worker
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Level A Seniority Gross monthly amount
Net monthly amount
A11 minimum 2503,07 € 1538,37 €
A32 11 years 4759,04 € 2514,00 €
A43 maximum 6748,46 € 3318,40 €
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Level B Seniority Gross monthly amount
Net monthly amount
Admini-strative expert
minimum 1729,96 € 1212,66 €
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 €
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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
Admini-strative co-worker
minimum 1472,82 € 1089,02 €
maximum 2265,13 € 1426,76 €
Technical
Co-worker
minimum 1509,03 € 1107,23 €
maximum 2714,04 € 1643,89 €
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Management & Management & staff functionsstaff 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 €
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Working out the global Working out the global remuneration =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
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Working out the salary:Working out the salary:incomplete salaryincomplete 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
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Net monthly amountNet 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
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Various bonuses Various bonuses and benefitsand 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
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Various allowancesVarious allowances
Allowance = compensation
Accommodation expenses Transport expenses Mileage expenses Bicycle allowance
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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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he E
U. Thank you for Thank you for
youryour
attentionattention
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Sveikinu su Sveikinu su Šv. Kalėdom Šv. Kalėdom
ir ir Naujaisiais Naujaisiais
Metais!Metais!
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Q &Q & A A