The Remuneration System for Federal Civil Servants

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The Remuneration System for Federal Civil
Servants and Salary Reform In the Belgian
Public Sector
Johan Janssens - Vilnius 14 December
2006Remuneration Systems for Civil Servants and
Salary Reform
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Career as a civil servant
IN recruitment
OUT retirement
COPERNICUS reform
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Citizen always central
IN recruitment
OUT retirement
COPERNICUS reform
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Copernicus reform
The need for reform?
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The former career and reward system

• Gave rise to problems of internal equity
• Because job content was not considered in reward
• Did not stimulate individual development
• Because career salary growth were largely
  determined by years of service and quota
• Created obstacles for internal mobility
• Because the system was highly complex and not
  transparent
• Created problems in recruiting retaining
  skilled people
• Because remuneration was not always in line with
  market

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Copernicus reform
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.
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PILLAR ONEA 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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10 Vertical Federal Public services
FPS Finances
FPS Foreign Affairs
FPS Internal Affairs
FPS Social Security
FPS Public Health
FPS Defences
FPS Justice
PMO
4 Horizontal Federal Public Services
PO
BB
ICT

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PILLAR TWOA 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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N
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.
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PILLAR THREENew 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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PILLAR FOURA 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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Copernicus reform
In practice?
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Organisation
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Graduate requirements
Management
University or level A management experiences
Level A
University (master)
Level B
High school (bachelor)
Level C
Secondary school
Level D
No diploma
Interlevel promotion
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Pro info(situation 30/06/2006 83.897 federal
civil servants)
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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.

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Job classification of functions in 17 domains of
expertise or knowledge.

• 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

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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 A5
Expertise level A4
Expertise level A3
Expertise level A2
Expertise level A1
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.
class
class
class
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Pecuniary career
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Pecuniary 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.

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Horizontal salary scale progression

• Horizontal growth progression to higher salary
  scale through competence test (CT)
• Competence bonus (CB)

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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.

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Vertical salary scale progression
2 years
4 years
2 years
Progression to a higher salary level after being
selected for a job with substantially higher
responsibilities
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Levels 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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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

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Copernicus reform
Global remuneration?
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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

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Working out the 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 amount
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Various bonuses and benefits
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Various allowances

• Allowance compensation
• Accommodation expenses
• Transport expenses
• Mileage expenses
• Bicycle allowance

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Copernicus reform
Evaluation?
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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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• Thank you for your
• attention

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• Sveikinu su
• v. Kaledom
• ir
• Naujaisiais Metais!

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Q A