The government is moving forward with approval of the draft civil service law, contingent on the support of a union majority. organizations UGT and CCOO have expressed backing for the measure, while Csif disagreed with the terms presented. The Ministry of Finance and Public Functions has decided not to dismiss officials who did not pass a merit test, a choice that helped secure broad union endorsement.
The department led by María Jesús Montero concluded a negotiation phase that stretched for a little more than two months with representatives of public servants. The process began with a public hearing of the bill’s first version in December 2022, and it is anticipated that the Treasury will present the final version to Parliament next Tuesday in the Council of Ministers. From there, the proposal will proceed to Congress, where changes are possible, and the Executive must win sufficient cross-party support for final approval.
Key changes introduced by the draft focus on streamlining publication and decision timelines for public employment processes, cutting the duration from three to two years. The bill also creates two new salary supplements: the career supplement and the performance supplement, the latter replacing the former productivity supplement. A formal evaluation system will periodically assess performance to reward higher-achieving civil servants, while transfer rules are clarified within the framework.
In a statement, UGT described the regulation as a strong bet for city revitalization through civil service modernization. The union said the framework opens space for higher standards in administration and improved salary conditions for public workers, with ongoing efforts to refine it in Congress. [Source attribution: Ministry of Finance and Public Function; unions UGT and CCOO statements]
retained and revised provisions
The Csif union did not sign the salary increase agreement covering the 2022-2024 period, deeming it insufficient. Other unions confirmed a cumulative salary rise of 9.5 percent in the agreement. Csif notes that the draft still leaves unresolved issues within the General Administration of the State, notably provisions on remote work, management staff appointments, and the right to early partial retirement. The document also leaves room for some management entrustments to remain under existing criteria.
Beyond wage considerations, the unions challenged the mobility provisions. The plan would require staff seeking to move between officer positions defined by the law to work for up to four years before changing roles, a condition that unions say could hamper internal mobility and limit career options for civil servants.