The \u00a0Community of Madrid\u00a0 is poised to become the first Spanish region to implement the \u00a0Public Function Law\u00a0, as approved by the Government at the end of 2023. This initiative aims to enhance the excellence of \u00a0citizen care\u00a0. By 2026, around \u00a040,000 public employees\u00a0 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.<\/p>\n
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In a press conference, \u00a0Minister Miguel \u00c1ngel Garc\u00eda Mart\u00edn\u00a0 from the Ministry of \u00a0Presidency, Justice, and Local Administration\u00a0 stated that the aim of this evaluation process is to ”\u00a0encourage the talent and efforts\u00a0 of public workers,” reflecting a commitment to improving public service standards.<\/p>\n
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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 \u00a0CSIT\u00a0, \u00a0CCOO\u00a0, \u00a0CSIF\u00a0, and \u00a0UGT\u00a0, emphasizing a collaborative approach to public service reform.<\/p>\n
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<img alt=\"ChatGPT fever among public officials\" width=\"375\" height=\"142\" src=\"https:\/\/i.blogs.es\/3e099e\/oficina\/375_142.jpeg\"\/><\/code><\/pre>\n<\/div>\n<\/div><\/div>\n<\/div>\nAnnual Evaluations and Direct Consequences<\/h2>\n
The new regulations stipulate that each worker will face mandatory \u00a0annual evaluations\u00a0. The assessment will be broken down into three categories: \u00a065%\u00a0 will focus on quantitative factors, \u00a025%\u00a0 on qualitative factors, and \u00a010%\u00a0 on skills and attitudes, as detailed in the draft of the Decree from the Community of Madrid. To pass, employees must secure at least \u00a050%\u00a0 of the total score and a minimum of \u00a030%\u00a0 in each category.<\/p>\n
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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.<\/p>\n
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As outlined by \u00a0Iberley\u00a0, 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.<\/p>\n
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\n\n\n\n <img alt=\"Public administration and teleworking\" width=\"375\" height=\"142\" src=\"https:\/\/i.blogs.es\/347135\/susanna-marsiglia-bhzx-urzjkk-unsplash\/375_142.jpeg\"\/><\/code><\/pre>\n<\/div>\n<\/div><\/div>\n<\/div>\nProfessional Ascent and Additional Remuneration<\/h2>\n
Beyond evaluating performance, these assessments will serve as a crucial mechanism for the \u00a0Horizontal Professional Career Plan\u00a0, 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 \u00a0five levels of progression\u00a0, 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.<\/p>\n
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For professional advancement, there will be a required minimum length of service, alongside a \u00a010% increase\u00a0 in annual remuneration for each level achieved. For example, Level 1 attainment will correspond to a \u00a010%\u00a0 increase after five years of positive assessments, leading up to a \u00a050%\u00a0 increase at Level 5, for which a minimum of six additional years will be necessary at each level between 2 and 5.<\/p>\n
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