The Community of Madrid is poised to become the first Spanish region to implement the Public Function Law , as approved by the Government at the end of 2023. This initiative aims to enhance the excellence of citizen care . By 2026, around 40,000 public employees affiliated with the Community of Madrid will undergo annual evaluations designed to assess their performance and link their professional development to accumulated merits, as announced by the Madrid Executive in a recent statement.
In a press conference, Minister Miguel Ángel García Martín from the Ministry of Presidency, Justice, and Local Administration stated that the aim of this evaluation process is to ” encourage the talent and efforts of public workers,” reflecting a commitment to improving public service standards.
This plan is set to apply to various categories of workers, including officials, laborers, and temporary staff supporting autonomous organizations and public entities. It has been negotiated with several professional unions, including CSIT , CCOO , CSIF , and UGT , emphasizing a collaborative approach to public service reform.
<img alt="ChatGPT fever among public officials" width="375" height="142" src="https://i.blogs.es/3e099e/oficina/375_142.jpeg"/>Annual Evaluations and Direct Consequences
The new regulations stipulate that each worker will face mandatory annual evaluations . The assessment will be broken down into three categories: 65% will focus on quantitative factors, 25% on qualitative factors, and 10% on skills and attitudes, as detailed in the draft of the Decree from the Community of Madrid. To pass, employees must secure at least 50% of the total score and a minimum of 30% in each category.
If an employee receives three consecutive insufficient evaluations within a five-year period, a process aimed at evaluating their performance will commence, which could result in their displacement from any position gained through competitive exams.
As outlined by Iberley , officials cannot be dismissed without cause, as is common in the private sector. Instead, a procedure will analyze the reasons behind poor performance to determine if the official should be reassigned or removed from their current role, preserving their workplace guarantees as per the agreements made between officials and the Madrid Executive.
<img alt="Public administration and teleworking" width="375" height="142" src="https://i.blogs.es/347135/susanna-marsiglia-bhzx-urzjkk-unsplash/375_142.jpeg"/>Professional Ascent and Additional Remuneration
Beyond evaluating performance, these assessments will serve as a crucial mechanism for the Horizontal Professional Career Plan , allowing officials to advance within their careers without having to change positions. Starting in 2027, officials can begin to apply for enhanced professional career levels, which consist of five levels of progression , each associated with a salary increase. Successfully completing evaluations will be essential for obtaining these promotions and earning additional merits for those who engage in training or mentoring other officials.
For professional advancement, there will be a required minimum length of service, alongside a 10% increase in annual remuneration for each level achieved. For example, Level 1 attainment will correspond to a 10% increase after five years of positive assessments, leading up to a 50% increase at Level 5, for which a minimum of six additional years will be necessary at each level between 2 and 5.
According to an analysis by El Economista, a public official with 17 years of experience and satisfactory evaluations could potentially receive a salary complement of up to 30% of their base salary. For an A1 official earning €15,922.80 annually, this would mean an increase of €4,776.84 for achieving a Level 3 status.
In instances of part-time or reduced hours, any salary increase will be applied proportionally based on the employee’s working hours.
Image | Community of Madrid
This bold move by the Community of Madrid represents a significant shift in how public service professionals are evaluated, promoted, and rewarded. If successful, it could serve as a model for other regions in Spain, reorienting the public sector towards a more meritocratic approach that values performance and dedication.