The Ministry of Finance and Public Administration stepped back from dismissing public employees who repeatedly failed a merit evaluation. This section, part of the first version of the preliminary draft, was later left out of the final civil service law draft, triggering controversy among trade unions and raising questions about a possible government reintroduction. A document obtained by EL PERIÓDICO from the Prensa Ibérica group indicates that the matter will be discussed by the Government and the Council of Ministers in the coming week.
Union resources consulted show UGT leaning toward supporting the textual outline. CCOO held a meeting on Tuesday afternoon to determine its stance but has not yet made a firm position public, while Csif has yet to clarify its level of support. On the Treasury side, there was a refusal to commit to an assessment of the ongoing negotiations.
Maria Jesus Montero, the coordinating minister, proposed a refreshed plan to update the rules governing selection, regulation, and career progression within the public sector. The plan introduces two new elements aimed at gradually improving the remuneration of civil servants who do not move to new roles but accumulate experience and training in their field.
The proposal also reduces the maximum residence period in a single position from three years to two. It would appoint individuals to the new public official category, complementing a law designed to stabilize temporary staff by preventing a temporary worker from remaining in the same post for more than three years. A key addition in the draft is that each year’s public employment offer will include at least thirty percent of positions open to internal promotion without external hiring.
Periodic performance reviews
Standard performance evaluations are described as a tool to measure the productivity and quality of work across different public units and services, in line with the latest draft. Early versions of the appraisal system planned penalties for staff with persistent negative results strong enough to lead to dismissal.
That approach was abandoned in the final negotiation stages, and the model is now being shaped with a more constructive outlook. In short, solid exam results will increase opportunities for promotion, transfers, or higher salary supplements, but the language about removal from a post has been softened. Any disciplinary action, if needed, will follow the current regime established in the Public Employees Basic Law.
Even for these elements, the Treasury lowered the official weight of the assessments to appeal to more centrist positions. What started as a manual for human resources in the first version is now framed as a guide where a positive result in exams is considered a factor in career advancement rather than an essential prerequisite. Deadlines will be set through collective bargaining between each administration and its representative unions.
New salary supplements
At present, a state employee receives two types of supplements in addition to the base salary. One reflects the cost of living in each region, and the other compensates according to the specific function carried out. The government plans to add a third element, titled career plugin, followed by a fourth component, the performance supplement, which links part of the salary to the outcomes of the periodic assessments described above.
The amount of these supplements and how civil servants will be reclassified into existing categories will be discussed in a subsequent round of negotiations.
Treasury plans to take the matter to the next Cabinet
The standard has been included in the Recovery and Resilience Plan submitted to the European Commission as part of the process to receive European funds. It has already passed the public hearing and is expected to reach the first Cabinet discussion. A union representative commented that the reform offers a good deal, noting that it improves salary conditions and speeds up appeals processes.
Thus, the Treasury is moving toward the final negotiating steps with the unions that hold the strongest influence over the state administration. According to union sources, the next scheduled meeting is set for this Wednesday at five in the evening. After discussions with social partners, the proposal will be prepared for submission to the Parliament, where amendments may be introduced in line with the text described in this article. The overall process aims to bring stability and clearer pathways for career advancement within the state apparatus, while balancing budgetary constraints and the requirements of the European framework.