Text file: 8469.txt
author: afrodita
downvotes: 10
end consideration date: 2017-08-09
id: '8469'
number comments: 7
number views: 3617
proposal type: Competent authority response
response: "Response from the Ministry of Public Administration\nThe current regulation\
  \ of the classification of posts and titles in salary grades and the regulation\
  \ of promotions to salary grades is based on the provisions of the Law on the Public\
  \ Sector Salary System (Official Journal of the Republic of Slovenia, No 108/09\
  \ - Official Consolidated Text, 13/10, 59/10, 85/10, 107/10, 35/11 - ORZSPJS49a,\
  \ 27/12 - Ord. The procedure for promotion of civil servants to salary grades is\
  \ regulated in more detail in the Regulation on Promotion of Civil Servants to Salary\
  \ Grades (Official Journal of the Republic of Slovenia No 51/08, 91/08 and 113/09,\
  \ hereinafter referred to as the Regulation).\nThe existing regulation, which provides\
  \ for the possibility of promotion by 10 salary grades in a post or by 5 salary\
  \ grades in a grade if the civil servant occupies a post where promotion to a higher\
  \ grade is also possible (Article 16 of the CLAA), is intended to provide an incentive\
  \ to the civil servant. The condition for promotion to a grade is therefore performance\
  \ during the promotion period, which is assessed in terms of the results of work,\
  \ independence, creativity and accuracy in the performance of work, reliability\
  \ in the performance of work, the quality of cooperation and organisation of work,\
  \ and other abilities related to the performance of work (Article 17(1) of the Staff\
  \ Regulations, Annex III to the Regulation). The evaluation of civil servants is\
  \ also carried out in order to monitor their work, in particular to verify the achievement\
  \ of the set objectives, which contributes to more efficient and effective work.\
  \ However, when analysing the implementation of performance appraisal, one of the\
  \ anomalies of the pay system was the existing method of appraisal in conjunction\
  \ with the promotion regime in force, and in particular the distribution of appraisals,\
  \ which shows that over 90% of all public sector employees are appraised with an\
  \ above-average rating (excellent), which leads to automatic promotion to higher\
  \ pay grades, which was not the intention of the promotion institute itself.\nThe\
  \ Ministry is aware that the current system of promotion and remuneration in the\
  \ public sector needs to be improved, and has therefore already prepared a proposal\
  \ for amendments to the Law on the Public Sector Salary System, which contains elements\
  \ for the much-needed greater link between the results of work and the salary of\
  \ public servants, and for increasing the efficiency of the public sector. In our\
  \ view, the current pay system does not provide a sufficient basis for active human\
  \ resources management, as it does not provide sufficient incentives for the best\
  \ staff and, inter alia, makes it difficult to recruit highly qualified and motivated\
  \ staff.\nTaking into account the experience with the application of the law in\
  \ practice and the difficulties in its implementation, as well as modern methods\
  \ of human resources management, the drafting of the legal provisions was based\
  \ on the following premises:\nEstablish a flexible and incentive-based pay system,\n\
  To provide more incentives for the much-needed more effective management of public\
  \ sector employees,\nTo link the level of public employee pay to performance to\
  \ a greater extent than hitherto.\nThe proposed legislative solutions, which have\
  \ been drafted by the Ministry of Public Administration, are still subject to coordination\
  \ with the representative public sector trade unions.\n "
response date: 2017-09-26
response due date: null
sent date: 2017-07-19
title: abolition of promotion in grade
upvotes: 12
url: https://predlagam.vladi.si/predlog/8469
