Friday, June 9, 2023

CC OO and UGT requested changes in the new civil service law: “It looks like a human resources manual”

CC OO and UGT leaders, Unai Sordo and Pepe Alvarez.afe

More lime than sand: The CC OO and UGT unions have described as “manifestly reformable” the draft law on public work of the General State Administration (AGE), which the Council of Ministers has just approved. In their first general assessment, workers’ representatives have appreciated that after a 15-year wait for the development of the original workers’ law, a text is finally on the table, but have regretted that it leaves many to be desired. . and the demands of the public sector. “It sounds more like a human resource manual than a public works law that regulates working and professional conditions,” said Carlos Álvarez, Federal Secretary of the AGE Sector of the UGT Public Services, to administration officials. CC OO in which both organizations have submitted a dozen proposals to revise the document.

The shadows discovered are many. Top three: Unions believe the text limits workforce rights, leaves the realization of important issues for later development regulation and omits many important matters. “The draft bill has reached the Council of Ministers in haste and without the necessary collective bargaining,” lamented Elisa Fernandez, secretary general of the AGE sector of the FSC-CCOO, who, however, insisted on unblocking the norm. Thank you for signing the Framework Agreement for 21st Century Governance between the government and the two unions.

Among the positive aspects, the UGT and CC OO highlighted only the fact that a new “career” remuneration supplement – another – of performance should constitute a new group B of senior technicians and a specific degree in equality matters.

On the other hand, they have pointed to several “negative, ambiguous and confusing” material, which they hope to clarify in collective bargaining before the text reaches Congress. For this reason, he has put forward a series of proposals, such as the inclusion of a 35-hour working week and improving the provision of jobs and mobility. In this sense, he has termed as “very serious” the provision by which an officer can be removed from his post if he fails the evaluation of his performance, an examination which introduces new criteria and which is to be conducted later. Will be detailed in regulation.

“The Bill leaves out many essential matters in terms of rights and duties. We aspire for this legislation to be a compilation of all the scattered legislation that is in administration”, summarized Alvarez from the UGT. “And a There is an element which is highly criticized for us, that philosophy which inspires the law itself, and which leaves the regulation of transcendental matters to the regulation. This is a very basic law. After 15 years, the fact that everything is reassigned to development rules creates some uncertainty for us.

compensation offer

Notes on remuneration have been many. Alvarez expressed regret that the regulation of horizontal careers, which he referred to as “the most important and expected innovation of the law”, hinges on future regulations and performance evaluations. This second element—which will also be regulated later—will also be the basis for the new performance supplement, which will replace productivity. “We hope and demand that the whole system is lined up with qualifications like being objective and transparent during the process. We have faced many problems with productivity”.

The unions have also established as a red line that forks of destination and specific complement levels should be included as per the agreements reached in 2019; They demand recovery of full additional pay after the 2010 deduction, that compensation be regulated for reasons of residence and service, and that a 35-hour working day be negotiated. With regard to retirement, they call for partial retirement rights for civil servants, and increasing the permanence of active service status for personnel who have reached the age of compulsory retirement is not difficult. “In short: we believe that an opportunity has been lost to fight against arbitrariness, to eliminate patent disparities. It was an opportunity to promote elements of fairness and transparency”, Alvarez has decided.

Performance Rating

Both unions consider it necessary to review the performance appraisal provided for by the new criteria – which already includes the Basic Law of Public Employees, but in a general way – on which salary incentives, promotions and transfers will depend. “We cannot allow that to be evaluated with a vertical plan,” said Fernandez from CCOO. “People cannot be assessed solely and exclusively, assessment must be global, interpersonal, by units, by offices,” he stressed. “We must carry out a system of analysis of compliance with these objectives, but with guarantees and above all transparency.”

The unions also regret that transfer competitions are not stipulated in the previously signed agreements, and deplore that the draft opens the door for the officer to be fired if he receives a sustained negative evaluation of performance. is, as announced by EL. All the more so because “the way the said valuation is being done, it hasn’t been negotiated,” Fernandez said. In the same sense, the CSIF union, the most representative in public administration, clarified in a statement published this Wednesday. In it, it pointed out that the draft “lacks specificity and proper guarantees in various aspects such as professional career, mobility, telecommuting or performance evaluation.”

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