State negotiates with the unions that hold the most representative power among the trade unions and authorities a new bill for public function. The aim of the mentioned norm is to update the current framework governing the organization and working conditions of public employees in Turkey. The General Directorate of State and Municipalities, active since 1984, will see a new text that, after passing the Council of Ministers, may undergo deeper changes during negotiations with the power plants before starting the first stage. Congress will require broad support from the majority of parties to move forward. Among the innovations are the possibility of suspending employees who fail a performance test. This new bill is accessible to El Periódico de Catalunya through the Prensa Ibérica group.
New salary supplements will be given to civil servants and their performance will be evaluated.
Performance-based reward or punishment
The existing law already contains a disciplinary regime that allows civil servants to be dismissed. Examples include abandonment of service, serious underperformance, or the improper handling of official secrets being treated as grave offenses, with disqualification as a possible outcome. The draft initiated by the Government seeks to clarify and expand the disciplinary framework and adds an obligation to regularly review the performance of all civil servants.
Performance evaluation is described as one of the main tools for continuous improvement in the civil service, aiding the alignment of professional careers with the practice and commitment shown by civil servants in their duties. The draft explains that each unit must set defined strategic goals, and success in meeting those goals will influence promotions. Consistent underperformance could lead to negative consequences, including removal from a position.
Details on how objectives will be set or how compliance will be measured are not specified in the draft; it states that regulatory guidelines will determine these aspects. Labor unions have indicated they hope to have a meaningful role in shaping the final version.
New salary supplements
The public service currently uses the concept of a three-year salary bonus that accrues with sustained professional performance. The Government now plans to reward long tenure with what it calls a horizontal promotion, meaning higher pay for remaining in the same role or an equivalent rank rather than climbing the organizational ladder. The draft does not fix how the new pay scales will relate across departments. It also notes that offenses can lead to loss of the increased pay or other penalties.
Remote work
The Ministry of Finance and Public Functions uses the public function law to regulate remote work. Not all staff will be eligible for remote work; positions requiring physical presence are excluded. Department heads will determine eligibility. The administration should provide the necessary tools for remote work, including devices, peripherals, and security measures to protect publicly available information. Remote work days are not standardized across the civil service and each department may set its own terms in agreement with the unions.
Plan job offers
The Ministry of Finance and Public Functions aims to improve planning for public employment offers. A large portion of the existing workforce is expected to retire within the next decade, prompting more detailed planning on replacements. The draft requires periodic analysis of personnel availability and needs, including the number of personnel and the qualifications required for future roles. To prevent staff shortages, a temporary veto on mobility calls for tenders for the supply of civil servants or staff restricted to designated areas may be considered. Conversely, internal promotion is encouraged for departments in need of staff, with efforts to maintain continuity in active service after retirement age, up to a maximum of 70 years.
Public administrators
The proposed civil service reform seeks to introduce this mindset across the entire organization, including public administrators, with clear objectives. Unions criticize the draft for keeping control over appointments and for not strengthening professionalization in senior roles. Even though it has been approved by the Council of Ministers and is subject to change, the document distinguishes between trusted managers and professionals. The professionals are to be renewed every five years and may be dismissed for poor management or loss of confidence.
The text also emphasizes equality of opportunity in high-level positions. It states that the State Administration will ensure balanced representation of men and women in professional public administration roles.