A longtime employee of the Generalitat accumulated fifteen years and eight months of service in this period. This duration represents the experience figures that regional government temporary staff contribute to the merit pool bound for more than 3,000 available positions. In the current draft of the scale, there is a focus on this Friday’s developments, with Consel anticipated to sign off after receiving broad support from major unions CC OO and UGT, who have expressed approval of the proposal.
The competition targets roles created before January 1, 2016, or open vacancies filled by named personnel prior to that date. Examinations will not be required for the positions included in the competition. The scoring framework assigns 100 points in total, distributed as 60 points for experience and 40 points for merit, aligning with practices observed in Valencia and similar regional initiatives.
In this initial segment, temporary staff with prior experience in the Government of the Generalitat in civil-service-like roles at the same degree/subgroup and with functions corresponding to the body, scale, or occupational group will earn 0.32 points per month. With seventeen quarters of a year interpreted as 188 months, someone who has accrued 15 years and 8 months of service would thus reach the full 60 points, constituting 60% of the total score.
By contrast, those with regional management experience in other, non-identical positions will receive 0.11 points per month. Those with experience in other public administrations will be credited 0.08 points per month, effectively one quarter of the rate assigned to identical-position experience. This differential in how experience is valued by job similarity has been a central bargaining point between unions and authorities, and it has sparked considerable negotiation tension at Valencia City Council.
The tally is rounded to the nearest merit point, with a ceiling of 40 points on the merit portion. Valencia is noted as particularly valuable within this scheme, capable of earning up to 15 points. Passes from Generalitat’s selective processes in the previous decade contribute up to 4 points per examination, and knowledge of other community languages can add up to 4 points, all capped at the 12 points available for this section.
Additional trainings completed under the Employment Training Agreement or Public Administration Personnel Continuing Education Plans contribute between 0.75 and 5 points depending on duration and scope. This creates a broader recognition of ongoing professional development within the merit framework.
For positions created after 2016, a pre-exam worth 60 out of 100 points is required. The remaining 40 points for these roles are largely based on experience, with a maximum of 32 points (80% of the total). The mechanism mirrors the prior structure: roles in the same set of qualifications and functions add 0.18 points per month, similar posts within the same administration add 0.06 points, and posts in other administrations add 0.05 points.
Valencia’s side of the scale allows a maximum of 5 points, plus up to 3 points in Generalitat‑run selective processes. Higher qualifications and knowledge of community languages can contribute up to 2 points each, while internal training may add between 0.15 and 1 point, depending on the duration and relevance of the coursework.
Insufficient places
The described scale is intended to cover 2,514 competitive-entry spots without examination, 574 competition-opposition positions, and 739 slots allocated through internal promotion. The total figure is viewed with concern by UGT, which notes that there are more than 8,000 temporary workers within the Generalitat. An appeal has been filed with the TSJCV by the UGT center as part of the ongoing dispute and related negotiations.