REMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBERS STATES AND EUROPEAN COMMISSION
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REMUNERATION AND BENEFITS IN
CENTRAL GOVERNMENT CIVIL SERVICE
IN THE EU MEMBERS STATES AND
EUROPEAN COMMISSION
\REMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBERS
STATES AND EUROPEAN COMMISSION
The views expressed in this paper are those of the author and do not necessarily represent the official position
of the Government Office of the Slovak Republic.
PREPARED: Ľudmila Staňová Mikkelsen
Katarína Števove
Andrea Dlesková
© 2017, Government Office of SlovakiaTABLE OF CONTENTS
TABLE OF CONTENTS .............................................................................................................................................. 3
LIST OF TABLES AND FIGURES................................................................................................................................. 4
INTRODUCTION ...................................................................................................................................................... 5
1 DEFINING FEATURES OF THE CIVIL SERVICE REMUNERATION SYSTEM ........................................................ 7
1.1 CHARACTERISTICS OF THE PAY SYSTEM ................................................................................................ 7
2 PREDICTABILITY AND FLEXIBILITY OF THE SYSTEM OF REMUNERATION .................................................... 11
2.1 FEATURES OF THE PAY GRADE ............................................................................................................ 11
2.2 PRINCIPLES OF PROGRESS IN PAY RANGE ........................................................................................... 15
2.3 EXCEPTIONS FROM THE PAY GRADE ................................................................................................... 16
3 MEASURES FOR INCREASING PERFORMANCE ............................................................................................ 18
3.1 INDIVIDUAL PERFORMANCE RELATED COMPONENT ......................................................................... 18
4 BENEFITS AND OTHER FACTORS INFLUENCING THE CHOICE OF EMPLOYMENT IN THE CIVIL SERVICE ..... 23
4.1 CIVIL SERVANT’S WORKING WEEK ...................................................................................................... 23
4.2 CIVIL SERVANTS ANNUAL LEAVE ......................................................................................................... 26
4.3 SABBATICAL LEAVE .............................................................................................................................. 29
4.4 CIVIL SERVANT’S SEVERANCE PAY ....................................................................................................... 33
4.5 CIVIL SERVANTS RETIREMENT PAY ...................................................................................................... 35
4.6 NOTICE PERIOD ................................................................................................................................... 35
4.7 PROFESSIONAL DEVELOPMENT .......................................................................................................... 37
4.7.1 POLICIES FOR ATTRACTING YOUNG PEOPLE INTO CIVIL SERVICE .............................................. 38
4.7.2 VALORIZATION ........................................................................................................................... 41
4.7.3 SPECIAL HEALTH CARE FACILITIES .............................................................................................. 41
4.7.4 OTHER BENEFITS......................................................................................................................... 43
REFERENCIES......................................................................................................................................................... 44
GLOSSARY ............................................................................................................................................................. 45
INDEX .................................................................................................................................................................... 47
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 3LIST OF TABLES AND FIGURES TABLE 1: PRINCIPLE OF PROGRESS IN PAY RANGE II ............................................................................................ 16 TABLE 2: PROPOSERS FOR GRANTING A PR COMPONENTS II .............................................................................. 19 TABLE 3: APPROVERS FOR GRANTING OF PR COMPONENTS II ............................................................................ 20 TABLE 4: PERCENTAGE OF CIVIL SERVANTS WITH PR COMPONENT .................................................................... 21 TABLE 5: ANNUAL LEAVE ..................................................................................................................................... 27 TABLE 6: FORM OF CONTRIBUTION FOR CIVIL SERVANT DURING SABBATICAL LEAVE ........................................ 30 TABLE 7: ASKING FOR SABBATICAL LEAVE II ......................................................................................................... 33 TABLE 8: CIVIL SERVANTS ENTITLED TO SEVERANCE PAY..................................................................................... 33 TABLE 9: THE AMOUNT OF SEVERANCE PAY AND THE NUMBER OF YEARS IN THE CIVIL SERVICE ...................... 34 TABLE 10: CIVIL SERVANTS ENTITLED TO A RETIREMENT PAY ............................................................................. 35 TABLE 11: THE LINK BETWEEN THE NOTICE PERIOD AND THE LENGTH OF THE YEARS SPENT IN THE CIVIL SERVICE ........................................................................................................................................... 36 TABLE 12: COUNTRIES WITH POLICIES FOR ATTRACTING YOUNG PEOPLE INTO THE CIVIL SERVICE ................... 38 TABLE 13: THE NUMBER OF COUNTRIES WITH A POLICY FOR ATRACTTING OF YOUNG PEOPLE IN THE CIVIL SERVICE ........................................................................................................................................... 40 TABLE 14: VALORIZATION ..................................................................................................................................... 41 TABLE 15: COUNTRIES WITH SPECIAL HEALTH CARE FACILITIES .......................................................................... 42 FIGURE 1: BASE PAY ................................................................................................................................................ 8 FIGURE 2: COMPONENTS ....................................................................................................................................... 9 FIGURE 3: NUMBER OF SALARY GRADES .............................................................................................................. 12 FIGURE 4: COMPRESSION RATIO OF HIGHEST TO LOWEST SALARY ..................................................................... 13 FIGURE 5: COMPARATIVE PERSPECTIVE OF HIGHEST AND LOWEST SALARY ....................................................... 14 FIGURE 6: PRINCIPLE OF PROGRESS IN PAY RANGE I ........................................................................................... 15 FIGURE 7: POSSIBILITY TO AGREE ON DIFFERENT PAY ......................................................................................... 17 FIGURE 8: CRITERIA FOR GRANTING THE PERFORMANCE RELATED COMPONENT ............................................. 18 FIGURE 9: PROPOSERS THE GRANTING OF A PR COMPONENTS I ........................................................................ 19 FIGURE 10: APPROVERS FOR GRANTING PR COMPONENTS I .............................................................................. 20 FIGURE 11: NUMBER OF COUNTRIES REGISTERING A PERCENTAGE OF PR COMPONENTS................................. 22 FIGURE 12: COMPARING OF WORKING HOURS PER WEEK FOR PUBLIC AND PRIVATE SECTOR .......................... 24 FIGURE 13: FLEXIBLE WORKING TIME .................................................................................................................. 25 FIGURE 14: ANNUAL LEAVE I ................................................................................................................................ 27 FIGURE 15: CONTRIBUTION TO ANNUAL LEAVE ................................................................................................... 28 FIGURE 16: SABBATICAL LEAVE ............................................................................................................................ 29 FIGURE 17: PAID SABBATICAL LEAVE .................................................................................................................... 30 FIGURE 18: LENGTH OF SABBATICAL LEAVE ......................................................................................................... 31 FIGURE 19: ASKING FOR SABBATICAL LEAVE I ..................................................................................................... 32 FIGURE 20: SEVERANCE PAY IN HUNGARY ........................................................................................................... 34 FIGURE 21: LENGTH OF NOTICE PERIOD (IN DAYS) .............................................................................................. 36 FIGURE 22: OBLIGATION TO PROFESSIONAL DEVELOPMENT .............................................................................. 37 FIGURE 23: COUNTRIES WITH OBLIGATION TO PROFESSIONAL DEVELOPMENT ................................................ 38 FIGURE 24: HEALTH CARE ENTITLEMENT ............................................................................................................. 42 IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 4
INTRODUCTION
Remuneration is one of the fundamental remuneration of civil servants working in
tools for human resources management central public administration and to
which should be used to increase classify and characterize the systems of
motivation and performance of civil remuneration as well as to describe the
servants. It should reflect such principles as latest trends in remuneration of civil
equality, transparency and fairness, which servants. The data was used to prepare a
should be therefore mirrored in the rules workshop for Human Resources Working
used to calculate functional salary, rewards Group of EU Public Administration
and other benefits for civil servants1. This Network, which was in October 2016 in
also corresponds with European Bratislava, Slovakia.
administrative principles which define
transparency and predictability as two The survey collected data on:
main pillars for remuneration as well as 1. Defining features of the system of
two main prerequisites to improve remuneration
employee motivation and attract and keep 2. Predictability and flexibility of the
qualified workforce within the civil system of remuneration
service2. 3. Measures aimed at increasing
performance
The aim of this survey is to map a relatively 4. Benefits and other factors
complex system of remuneration across influencing the choice of
the EU member states while being mostly employment in the civil service
descriptive e.g. it maps, compares and
By civil servants in central public
describes individual remuneration system
administration, we meant employees of
in order to improve information sharing on
public institutions located in the center of
an international level and promote
the government organization with nation-
knowledge economy.
wide competencies. These organizations
The survey was conducted in 20163 and its perform an executive function and are
aim was collect data from all EUPAN normally responsible for policy
member states and EC on the formulation. The rules related to
1 3
Stratégia riadenia ľudských zdrojov v štátnej The survey was conducted in 2016 and its results
službe na roky 2015 -2020, (online). Available on: were evaluated at the turn of 2016 and 2017. The
http://www.rokovania.sk/File.aspx/ViewDocumen study was finalized in 2017 and therefore these
tHtml/Mater-Dokum-192011?prefixFile=m_ results represent the status of the remuneration
2
OECD (2005). Performance Related Pay Policies system in 2016 and do not take into account the
for Government Employees. Paris: OECD. (online). changes that may have occurred in the
Available on: remuneration system in some survey participants.
http://s3.amazonaws.com/zanran_storage/www.a
llamreform.hu/ContentPages/2478061912.pdf
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 5employment of their employees are remuneration systems across different
distinct from the rules of employees national public administrations. A survey
working in the private sector and are conducted during August-September 2016
usually regulated by a specific law or legal was sent to the EUPAN contact centers of
measures. This category of state 27-member states + European
employees was chosen because it is 4
Commission + Switzerland + Serbia as
narrow enough to enable comparison in observational countries.
The following countries responded to the Survey:
1. Austria 11. France 22. Poland
2. Belgium 12. Germany 23. Portugal
3. Bulgaria 13. Greece 24. Romania
4. Croatia 14. Hungary 25. Serbia
5. Cyprus 15. Ireland 26. Slovakia
6. Czech Republic 16. Italy 27. Slovenia
7. Denmark 17. Lithuania 28. Spain
8. European 18. Latvia 29. Sweden
Commission (EC) 19. Luxembourg 30. Switzerland
9. Estonia 20. Malta
10. Finland 21. Netherlands
NOTE: Slovak legislation about the remuneration of civil servants was changing
during the Slovak Presidency and therefore during the workshop as well. Data in
this document were presented on these workshops in October and December
2016, they were based on Act No. 400/2009 Coll. on Civil Service, modified and
amended, which was valid during the workshops, summarizing and presenting
the outcome. Starting on the 1st of June 2017 a new legal regulation for the
remuneration of civil servants is in force i.e. Act No. 55/2017 Coll. On Civil Service,
modified and amended, as a part of a larger reform of remuneration and human
resources management in the Slovak Civil Service.
4
The information provided by the European
Commission concerns only officials and do not
include other servants.
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 61 DEFINING FEATURES OF THE
CIVIL SERVICE REMUNERATION
SYSTEM
Pay range – the range between the lowest
1.1 CHARACTERISTICS OF and highest pay rate within a pay grade.
THE PAY SYSTEM Pay band – a unit in a system of
remuneration consisting of more pay
Base pay – the salary or wages that every
grades and therefore allowing more pay
civil servant receives regularly (usually
progression.
monthly) from the government by virtue of
being on the payroll. Base pay is usually Job family – are hierarchically
linked to an employee's position and is differentiated posts within a certain job
uniform across similar positions. The base area or a corporate function (e.g.
wage is often cited to compare wages in communication, legislation, a particular
the public and private sectors. It is, area of public policy, etc.). Jobs in a job
however, only one component of civil family are similar in that they require
servants' total rewards.5 similar knowledge, skills and abilities
(competencies). Job family systems usually
Pay grade – a unit in a system of
have separate grade and pay structures for
remuneration. A job classification in a pay
each job family.
grade usually depends on factors such as
job description, education or seniority. A Competency related pay – people receive
pay range is attributed to each pay grade, financial rewards in the shape of increases
based on the spot rates of all job posts to their base pay by reference to the level
classified within the pay grade. of competence they demonstrate in
carrying out their roles. It is a method of
Pay rate – an exact monetary rate
paying people for the ability to perform
attributed to a job post, also known as,
now and in the future6. In contrast to
“spot rate” or “pay tariff”.
performance components, competency
5 6
Definition extracted from OECD (2005). Armstrong, M. – Taylor, S. (2009). Armstrong´s
Performance Related Pay Policies for Government handbook of human resource management and
Employees. Paris: OECD. (online). Available on:
practice. 11 TH. Edition. UK. Colour press Ltd.
http://s3.amazonaws.com/zanran_storage/www.a
llamreform.hu/ContentPages/2478061912.pdf
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 7related pay is not based on the The data shows (see Figure 1) that most
achievement of agreed results defined as countries (16) use pay grade with a pay
targets or outcomes, but on the range, i.e. a system of pay grades exists and
competency assessment, and affects the each pay grade has within itself a pay range
base salary. (i.e. salary from XX to XY, rather than a
fixed rate XZ). This system allows salary
The goal of the first question was to mobility within the same pay grade.
categorize countries into different pay Depending on the criteria (i.e.
systems for the purpose of finding seniority/merit vs.
correlations between the pay system and, automaticity/managerial discretion), the
for example, professional development or opportunity for salary mobility may have a
other variables collected in the survey. The significant impact on civil service
categorization of countries into pay motivation and performance.
systems should be based on a) type of base
pay system, b) assessment of commonly
used components with the particular base
pay (if such patterns exist).
FIGURE 1: BASE PAY
Q1 - competency related pay 3
Q1 - job family 6
Q1 - pay band 9
Q1 - pay grade with an exact pay rate 10
Q1 - pay grade with a pay range 16
0 2 4 6 8 10 12 14 16 18
Number of EUPAN countries
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
NOTE: Slovakia is one of the countries that use the system - pay grades with a fixed pay rate. At
present, the Slovak remuneration system is changing to make the state service more attractive in
order to increase mobility and career opportunities.
Similarly, countries that use pay bands band. Again, based on the criteria, this
group several positions into one band system may impact motivation and
enabling salary progression within this performance.
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 8Pay grades with a fixed pay rate do not Competency related pay systems, on the
allow salary progression within a grade. other hand, require indexes or coefficients
Salary progression will depend on progress for different levels of competencies. For
to a higher grade – this can pose example, the basic salary in Croatia is the
requirements on civil servant’s skills and product of the coefficient of the
abilities and may sometimes involve having complexity of the job of the civil servant
to go through a selection procedure. (competency coefficient) and the basis for
Because of the amount of effort, a civil calculation of salary (5.108,84 kn or 680 €),
servant has to invest into increasing increased by 0.5% for each year of.
his/her salary, these systems are not
considered as motivating as the ones As for the components of pay, most
mentioned above. countries use a component for overtime
work and individual performance.
Job families (Cyprus, Estonia, France, Italy, Component for weekend work and work
Latvia and Serbia) and competency related during public holidays is also common. Less
pay systems (Austria, France, and Latvia) common is a so-called gratitude bonus, i.e.
are generally less popular among the civil service bonus, additional annual
countries (see in Figure 1). This could be remuneration or anniversary award used
due to their complexity. Job families in Poland or Bonus for exceptional service-
usually have separate grade and pay related achievements used in Estonia.
structures for each job area or a corporate Similarly, the collective performance
function (e.g. communication, legislation, a related component is not very common
particular area of public policy, etc.). (only 5 out of 29 respondent’s service).
FIGURE 2: COMPONENTS
Q1 - seniority based component 8
Q1 - individual performance based component 21
Q1 - collective performance related component 5
Q1 - component for managerial tasks 13
Q1 - component for substituting superiors on leave 14
Q1 - component for overtime work 22
Q1 - component for weekend work 17
Q1 - component for work during public holidays 15
Q1 - standby/working outside normal hours 19
Q1 - gratitude bonus 8
0 5 10 15 20 25
Number of EUPAN countries
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 9Reward – a sum in addition to the monthly holiday) for working more than the regular
salary which can be awarded for various working week requires.
reasons, e.g. for good performance, for
managerial tasks, etc. A civil servant is Component for individual performance –
normally not entitled to a reward, but a salary component granted on the basis of
there can be types of reward that do allow the performance of an individual.
entitlement.
Component for collective performance – a
Overtime component – financial or salary component granted on the basis of
another form of contribution (e.g. unpaid the performance of a group.
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 102 PREDICTABILITY AND
FLEXIBILITY OF THE SYSTEM OF
REMUNERATION
under ten (Austria, Italy, Poland and
2.1 FEATURES OF THE PAY Romania), but most countries have salary
GRADE grades between the number 10 – 20
(Belgium, Cyprus, Czech Republic, EC,
The number of salary grades may have an Germany, Hungary, Ireland, Latvia,
impact on the system of salary Lithuania, Luxemburg, Malta, Netherlands,
progression. In general, the more salary Serbia and Slovakia. There are also
grades there are, the smaller the countries with salary grades between 20-
differences between them. This raises the 50 (Bulgaria, Spain, Switzerland) and
importance of the conditions under which countries exceeding 50 salary grades
a civil servant progresses into a higher (Slovenia, Portugal, France, Finland).
salary grade, e.g. if they are too strict (i.e. Finland has 102 collective bargaining
s/he has to go through a public selection contracts and 112 appendices. The number
procedure, gain new skills, etc.) it may be of pay grades varies from contract to
generally not worth the effort to progress contract but is usually from 10 to 40. For
into a salary grade only slightly higher than statistical and comparison purposes, a
the one s/he is already in. On the contrary, government’s pay classification (levels 9—
a low number of salary grades imply that 2) is used and maintained by the Office for
the differentiation between the salaries is the Government as Employer. Each pay
higher. This raises the importance of the grade is converted into general
differentiation of job roles per salary commensurable points and further into a
grade, because if the job content in classification based on job demands.
different grades is similar a risk of Because payments based on conditions
entitlement to a higher salary grade and tasks are included in the monthly
increases. salary in some of the contracts, this pay
grade data includes only task-specific
Figure 3 looks at number of salary grades component and individual performance
and there are countries with salary grades component.
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 11FIGURE 3: NUMBER OF SALARY GRADES
0 5 10 15 20 25 30 35 40 45 50
Austria 7
Belgium 15
Bulgaria 28
Croatia N/A
Cyprus 16
Czech Republic 12
Denmark N/A
EC 17
Estonia N/A
Finland 0 (On average 10 to 40 on contractual basis)
France 301
Germany 15
Greece N/A
Hungary 17
Ireland 10
Italy 3
Latvia 16
Lithuania 20
Luxembourg 19
Malta 20
Netherlands 19
Poland 6
Portugal 115
Romania 1
Serbia 13
Slovakia 11
Slovenia 65
Spain 30
Sweden 0
Switzerland 38
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
NOTE: Slovakia is in the 11 categories because of Act No. 400/2009 Coll. On Civil Service, modified and
amended, only recognizes 11 grades, but there are only 6 of these 11 grades used in practice by Central
State Administration. Since 1st June 2017 a new legal regulation on the remuneration of civil servants,
i.e. Act No. 55/2017 Coll. on Civil Service, modified and amended, which identifies 9 pay grades.
The difference between the lowest and the opportunity for salary progression, which
highest salary (see Figure 4) is called the can significantly affect the motivation and
compression ratio and implies the performance of civil servants. In the table
opportunity for salary progression. In below, this ratio is expressed as a multiple
general, the higher this ratio, the more of the lowest salary. The average
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 12compression ratio is approx. 7.54, which 7.54 times higher than average lowest
means that the average highest salaries are salaries.
FIGURE 4: COMPRESSION RATIO OF HIGHEST TO LOWEST SALARY
Spain 33.73
Hungary 19.00
Estonia 13.49
Slovenia 11.77
Bulgaria 9.52
Switzerland 8.78
Ireland 8.46
Poland 8.00
EC 7.27
Austria 6.77
Latvia 6.60
Serbia 6.45
Cyprus 6.40
Portugal 6.35
Croatia 5.59
Netherlands 5.14
France 4.86
Luxembourg 4.56
Malta 4.49
Lithuania 4.34
Denmark 4.02
Czech republic 3.68
Belgium 3.41
Germany 3.24
average = 7.51
Finland 2.93
Slovakia 2.50
Italy 1.40
0.00 5.00 10.00 15.00 20.00 25.00 30.00 35.00 40.00
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
The graph (see Figure 5) also shows us in Serbia, Bulgaria, Lithuania, Slovakia and
highest and lowest salaries in comparative the Czech Republic. The lowest and highest
perspective. We can easily see the levels of are highest in Switzerland, Denmark,
lowest and highest salaries per country. Luxembourg and EC.
The lowest and highest salaries are lowest
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 13FIGURE 5: COMPARATIVE PERSPECTIVE OF HIGHEST AND LOWEST SALARY
€ 10,000.00
Belgium Denmark Switzerland
Luxembourg
EC
Germany
Italy
Netherlands Ireland
Finland Austria
France
Cyprus Spain
€ 1,000.00
Malta
Czech Republic
SlovakiaCroatia
Portugal
Poland Slovenia
Hungary
minimum Estonia
salary Latvia
Lithuania
Bulgaria
Serbia
€ 100.00
€- € 5,000.00 € 10,000.00 € 15,000.00 € 20,000.00 € 25,000.00 € 30,000.00 € 35,000.00
maximum
salary
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
The line across the graph is a linear salary. This information is also apparent
prediction of the relationship between from the compression ratio in the graph
highest and lowest salaries. If the countries above – whereas Denmark’s compression
are close to the line, their lowest and ratio is 4.02 (i.e. highest salaries are 4.02
highest salaries are in balance. For times higher than lowest), Belgium’s ratio
example, per the linear prediction, is only 3.41 and as the table shows, it is
Denmark’s lowest and highest salary is in probably due to the relatively high lowest
balance, but Belgium’s lowest salary is salary. Hungary has a very low lowest
quite high when compared to its’ highest salary, as according to the linear prediction
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 14we would expect them to be on the level pay ranges (i.e. salary from XX to XY, rather
above 1000 EUR/month gross, not below than a fixed rate XZ per pay grade) need to
1000, as they are now. Countries can also think about the criteria under which a civil
be compared to the average in the graph. servant progresses into a higher pay range.
Both values, average and linear prediction As the graph shows, most countries use
(trend) are based on the data given by seniority as the main principle of progress
countries, i.e. they are not normative, they to a higher pay range. Some countries use
only express what is the usual trend. an increase in responsibilities and in
competencies as the main criterion.
2.2 PRINCIPLES OF
PROGRESS IN PAY RANGE
This question is relevant when interpreting
results to question 1. Countries that use
FIGURE 6: PRINCIPLE OF PROGRESS IN PAY RANGE I
16
15
14
12
10
9
8 8
8
6
4
2
0
Q4A - seniority Q4B - responsibilities Q4C - competencies Q4D - other
#
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
A detailed look at the countries and their performance appraisal criteria, efficiency
criteria under which a civil servant and merit as for example in Ireland. In
progresses into a higher pay range offers Ireland, there are increments awarded
the following table (see Table 1). Most which are subjected to certain criteria such
countries that have mentioned the as achieving a rating of three or more in
possibility “other” (see Table 1) said civil their end of year performance review.
servant progress is based on the
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 15For example, in Poland, according to the the Office has to take into account in
Ordinance of the Head of Civil Service particular: 1) job evaluation, 2)
concerning standards of human resources performance assessment, including the
management in the Civil Service, while level of competencies and work results, 3)
fixing a basic salary the Director General of account job market conditions.
TABLE 1: PRINCIPLE OF PROGRESS IN PAY RANGE II
PRINCIPLE OF
PROGRESS IN PAY (N= 24) # % COUNTRIES
RANGE
Seniority 15 54% Austria, Belgium, Croatia, Czech Republic, EC, France,
Germany, Hungary, Italy, Latvia, Luxembourg,
Netherlands, Romania, Serbia, Switzerland
Responsibilities 8 29% Austria, Estonia, Finland, France, Latvia, Serbia, Spain,
Switzerland
Competencies 10 38% Austria, Estonia, Finland, France, Germany, Italy,
Latvia, Serbia, Spain, Switzerland
Other 8 33% Bulgaria, Cyprus, Ireland, Lithuania, Malta,
Netherlands, Poland, Portugal
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
guidelines concerning the payment based
2.3 EXCEPTIONS FROM on special contracts between the
THE PAY GRADE contractual public employee and the
employer (which have the purpose of a
In most countries (25 out of 29) a consistent system of remuneration). The
possibility of agreement on different pays pay rates within the internal guidelines
for a civil servant other than the one derive from the pay schemes stipulated by
officially stated in a pay grade is not law. These pay rates are restricted to that
possible. However, there are countries amount which is justifiable for a certain
(Austria, Estonia, Finland, and position or service.
Netherlands) where it is possible.
In Finland, the limit to how high or low
For example, in Austria, civil servants can salaries can be given by the collective
come under a special contract agreements of state civil servants, as well
(Sondervertrag). In general, Art 36 as budget constraints. In the Netherlands,
Contract Staff Act stipulates that special however, it seems that top public
contracts (e.g. concerning pay that differs managers have a different pay system and
from the statutory salary scheme) can only therefore it is possible to agree on salaries
be concluded in exceptional cases. There higher than in the regular pay grades.
are no official documents, but internal
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 16FIGURE 7: POSSIBILITY TO AGREE ON DIFFERENT PAY
4
25
Yes No
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
As we can see in the previous text each any civil servant (it doesn’t have to be a
Central PA has an established system of political nominee, nor managerial
remuneration with the ones with the fixed position). A Civil servant with salary
criteria being dominant. Despite these outside of the official pay grade system has
fixed criteria some countries, in some to be working on either particularly
cases, allow civil servants to agree on their significant tasks or on extremely
salary without taking the official pay challenging tasks. As long as the civil
grades into account (tariff pays). To agree servant is working on such tasks, i.e. the
on a salary is possible only in 4 countries reasons and conditions on which the salary
(See Figure 7). In some the agreement is was agreed on persist, s/he is entitled to
possible only for specific categories of civil the salary. There is no salary ceiling which
servants, like political nominees, in others, may lead to differences across the Central
it is possible for regular civil servants as PA because Slovakia has a decentralized
well. Human Resources management, i.e. two
civil servants performing similar tasks can
In Slovakia, the agreement on a salary be remunerated differently.
outside the official pay grade is possible for
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 173 MEASURES FOR INCREASING
PERFORMANCE
questions about the existence of formal
3.1 INDIVIDUAL regulation for criteria of PR component, if
PERFORMANCE RELATED it does who is responsible for creating and
approving PR component and who, apart
COMPONENT from the creators and approvers, is
involved in the process of granting the PR
For individual performance related
component. Surprisingly (see Figure 8) only
component (further as “PR component”),
19 out of 30 countries have formally
i.e. part of the salary that is based on
defined criteria for granting the PR
performance, the respondents were asked
component.
FIGURE 8: CRITERIA FOR GRANTING THE PERFORMANCE RELATED COMPONENT
11
19
Yes No
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
For example, in Sweden, principles for pay the operations and to operations being
setting are given in national collective carried out effectively and efficiently. A
agreements with the unions. More crucial prerequisite for effective and well-
detailed criteria are decided on agency functioning operations is that the
level during the defined process of pay employer can recruit, motivate, develop
setting. Pay formation and pay setting and retain employees with skills that are
should contribute to achieving the goals of needed in the short and long term. The pay
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 18is an instrument to ensure this and should The questions on PR components are
stimulate engagement and development relevant for assessing who is involved in
at work and be perceived as fair in relation the process of granting a PR component to
to job performance and work efforts. An a civil servant. The results show that in
employee's pay should be determined by most countries the proposal is put forward
objective factors such as responsibilities, by the immediate superior employee (see
job demands, and other requirements Figure 9). This presumably helps in terms of
associated with the work tasks, as well as granting PR components to those that
the employee’s skill and performance really deserve it, as it is the immediate
against the objectives of the operations. superior who will have first-hand
On the other hand, for example in Slovakia information on the performance of his/her
criteria are set only by the quality of the employees.
performance of the civil service.
FIGURE 9: PROPOSERS THE GRANTING OF A PR COMPONENTS I
Q9D - other
Q9C - highest civil servant
Q9B - superior of im.superior
Q9A - immediate superior
0 5 10 15 20 25
(n= 22) #
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
A detailed look at the countries and related components offers the following
proposers for granting performance table (see Table 2).
TABLE 2: PROPOSERS FOR GRANTING A PR COMPONENTS II
(N= 28) # % COUNTRIES
Immediate superior 22 95% Austria, Bulgaria, Czech Republic, Denmark, Estonia,
Finland, France, Germany, Hungary, Italy, Latvia,
Lithuania, Malta, Netherlands, Poland, Portugal,
Serbia, Slovakia, Slovenia, Spain, Sweden, Switzerland
Superior of immediate superior I 4 18% Germany, Lithuania, Portugal, Serbia
Highest civil servant 3 14% Germany, Portugal, Serbia
Other 2 9% Czech Republic, Portugal
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 19As Figure 10 shows, approval for granting ranked civil servant, such as the head of
the component is needed and this will be the service office. In some cases (7) it can
given, in most cases (12), by the highest be the superior of the immediate superior.
FIGURE 10: APPROVERS FOR GRANTING PR COMPONENTS I
Q10D - other
Q10C - highest civil servant
Q10B - superior of im. Superior
Q10A - immediate superior
0 2 4 6 8 10 12 14
(n= 22) #
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
This can be mostly for budgetary reasons, granting a PR component, which could
i.e. so that the organization does not have undesired effects.
exceed its budget. However, in some
countries, the highest ranked civil servant A detailed look at the countries and
can be a political nominee. This would approvers for granting performance
mean that the element of politics could related components offers the following
enter into the decision-making process of table (see Table 3).
TABLE 3: APPROVERS FOR GRANTING OF PR COMPONENTS II
(N= 24) # % COUNTRIES
Immediate superior 2 9% Portugal, Sweden
Superior of im. superior 8 36% Austria, Finland, France, Germany Italy,
Netherlands, Portugal, Spain
Highest civil servant 12 56% Bulgaria, Estonia, Finland, Germany, Hungary,
Latvia, Lithuania, Poland, Portugal, Serbia, Slovakia,
Slovenia, Switzerland
Other 4 18% Czech Republic, Denmark, Finland, Malta
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 20Comparing the data (Tables 2 and 3) shows some cases where the civil servant does that almost all countries have proposal and not have a higher superior), HR approval on different levels, with the department representatives (Sweden, exception of Portugal, Sweden and Serbia. Portugal, France and Finland) and unions Serbia and Sweden have approval and (Sweden) as well as equal opportunity proposal on one particular level (Serbia – commissioner or disabled-employee highest civil servant, Sweden – immediate officer. superior). Portugal is the only country that involves all three into the decision-making As for percentage share, only some process of granting a PR component – the countries register data per cent for civil immediate superior, the superior of the servants which received PR component. immediate superior and the highest List of the countries with PR component ranking civil servant. Five countries also data per cent can be seen in Table 4. specified other people involved. These usually are the head of the civil service commission (The Czech Republic, only in TABLE 4: PERCENTAGE OF CIVIL SERVANTS WITH PR COMPONENT COUNTRIES PERCENTAGE Belgium 0% Cyprus 0% Czech Republic 95% Denmark 56% Finland 99% Germany 15% Hungary 60% Latvia 52% Lithuania 60% Malta 5% Netherlands 13% Slovakia 87% Sweden 99% Switzerland 31% SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016 The percentage share of civil servants with Germany) and uses more complex criteria PR component significantly differs among to obtain. Whilst concerning Germany the countries that collect these data. there are particular regulations regarding Percentage share varies between 5 and 95 e.g. task forces, project or working groups per cent. This proves that PR component with several civil servants who can benefit may be relatively hard to obtain in some from PR components but counting only as countries (e.g. Malta, the Netherlands, one civil servant within the limits of the IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 21
above-mentioned quota. This leads to a The average percentage of civil servants
differentiated consideration. On the other that have a PR component in EUPAN
hand, some countries use PR component countries is 46.66%. This data, however,
as a regular part of a salary (Sweden, should be treated with much care as a
Finland, Czech Republic, Slovakia). It can be significant number of countries (14 out of
assumed that in these countries everyone 30) responded with not having access to
entering the central PA expects that after such data, while some of the other
some time a part of his/her salary will be in countries only provided rough estimates.
a form of PR component regardless how
the criteria are set.
FIGURE 11: NUMBER OF COUNTRIES REGISTERING A PERCENTAGE OF PR COMPONENTS
14
16
Don’t have Do have
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 224 BENEFITS AND OTHER
FACTORS INFLUENCING THE
CHOICE OF EMPLOYMENT IN
THE CIVIL SERVICE
In order for a system with lower salaries to in the public sector vs. the private. In
motivate people to enter the central PA general, the salaries tend to be higher in
and retain the employees in the system the private, for-profit sector. However,
(mostly in order to keep the fluctuation of there are other means of attracting civil
civil servants low and to retain employees servants into the public sector.
with so-called institutionalized memory), it
should offer benefits. The basic division of One of them is the number of working
benefits is into financial and non-financial hours. In the survey, working week was
ones, or we can divide them into ones that defined as the amount of time measured
are used during the whole civil service or in hours or days in a week that a civil
ones that are only connected to the servant is at the disposal of the employer,
termination of the civil service. This is the executing civil service and is fulfilling his
reason while the representatives of the duties in line with his work contract.
countries have been asked about the
As can be seen in Figure 14, the majority of
length of a working week, flexible working
countries (… out of …) have an equal
time, annual leave, sabbatical leave, notice
number of working hours in the public and
period, retirement benefits, severance pay
private sectors, i.e. they do not use the
and other benefits.
number of working hours as an element to
attract employees. The standard work
4.1 CIVIL SERVANT’S week in these countries is 40 hours in both
sectors.
WORKING WEEK
The following information can be relevant
when assessing the advantages of working
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 23FIGURE 12: COMPARING OF WORKING HOURS PER WEEK FOR PUBLIC AND PRIVATE SECTOR
42
Switzerland
Belgium
Romania
41 Luxembourg
HungaryBulgaria
Malta
SloveniaGreece
Serbia
40 Poland Estonia
Austria
Sweden
Lithuania Croatia
Czech republic
Latvia
39
Slovakia
Spain
38
37 Denmark
Finland
36
Netherlands Italy
Portugal
35 France
34
34 35 36 37 38 39 40 41 42
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
NOTE: Vertical is the working time in the public sector and horizontally is the working time in the private
sector.
As we can see in Figure 14 countries in the sector is 36, 25 hours for most of the
lower right sector are the ones that use central government (83.8%). For 14.1% of
reduced working week in central PA. When the central government, there are 38.25
sorted from lowest to highest the first is hours within a working week. The rest
Portugal (35 hours public sector/40 hours’ varies from 36.25 to 36.6 hours. Slovakia is
private sector), Italy (36 hours public in the same segment as the countries with
sector/40 hours private sector), Finland reduced working week because despite
and the Netherlands, Spain and Slovakia. having working week legally set to be 40
As for Finland, the working week in public hours, it is usually reduced to 37.5 hours a
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 24week each year by a collective agreement. most other countries (see Figure 14). The
France and Denmark are interesting as other countries have the same working
they have the same working week in weeks, i.e. 40 hours in both sectors with
private and public sectors, but in both Switzerland being an exception having the
cases, the working week is shorter than longest working week of all the countries.
FIGURE 13: FLEXIBLE WORKING TIME
4
25
Yes No
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
The survey defined flexible working time as civil servants alike. It mostly helps with
the distribution of working time between commuting during morning/afternoon
compulsory office hours and voluntary traffic, picking up children from
office hours. This usually means that civil kindergarten, etc. Due to this. it is known
servants can come to work later/leave as a work-life balance benefit. On the other
earlier if the necessary number of hours is hand, flexible working time allows civil
spent in the office. This is the most utilized servants to come to work earlier or stay at
benefit from all the mentioned benefits in work longer when it is necessary to fulfil
the survey across central public urgent tasks. Flexible working time
administrations (25 out of 29 countries). regulation differs among the countries
Flexible working time is a non-financial with Slovakia, Sweden, Hungary, France,
benefit and its nature is to help civil Finland, Estonia and Austria stating that
servants organize their private and work amount of flexible working hours, i.e. how
life and therefore it is a very welcome many hours the employees need to be in
benefit by both sides, by employers and the office depends on the type of
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 25organization and the employer. In some of 6 hours as compared to the regular
countries like Slovenia the number of working time as stated in the legislation.
hours differs based on particular days, i.e. Hence, daily working time cannot be less
Monday to Thursday the employees are than 6 hours or exceed 10 hours.
required to be in the office from 9:00 to
15:30 and on Friday only from 9:00 to
4.2 CIVIL SERVANTS
14:30. Slovakia, similarly to e.g. Spain, the
flexible working time is calculated weekly. ANNUAL LEAVE
The employee is obliged to work 37.5
hours in a given week and needs to be in Another comparative advantage of
the office at least until 14:30. This means working in the public sector can be the
that s/he can split the benefit and can be in number of days for annual leave. Annual
the office longer and some shorter while leave is the amount of holiday that a civil
having the necessary number of working servant is entitled to after a year of service.
hours. On the other hand, in the Czech In 19 central PAs, the civil servants have
Republic, there is not a set number of more than 25 days of annual leave, 10
working hours in a working week that the countries have 25 days of annual leave and
employee needs to be in the office. Law on in only 2 cases (Latvia, Switzerland) less
Civil Service as amended in section 100, than 20 days. A number of days in annual
paragraph 2 by Act No. 262/2006 Coll., leave are different not only across the
Labour Code, section 85 on the flexible countries but within the countries
division of working hours states that the themselves as well because there are
employer can choose which start and end several variables (criteria) on which the
of basic and optional working hours. The number of days in annual leave is
employee is required to be in the office calculated such as e.g. age, years in civil
during the basic working hours. service, years employed (including the
private sector), etc. In some cases, the
In Luxembourg, there is, for example, number of days in annual leave is stable
regular weekly working time of 40 hours. each year, in others, it depends on the
According to the legislation about flexible collective agreement for example in
working time, the civil servant may be Croatia, Slovakia or Denmark. For example,
present for only 30 hours a week. This, in Denmark, civil servants are entitled to 5
however, means that he/she has to weeks based on law and one additional
compensate the 10 missing hours during week based on the collective agreement.
the next weeks in such a way that at the
end of the month, he/she has only a minus
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 26FIGURE 14: ANNUAL LEAVE I
0 2
10
19
Less than 20 days Up to 20 days Up to 25 days More then 25 days
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
As previously mentioned most of the 19 relatively often used criteria for the
countries that have more than 25 days of additional days of annual leave. The range
annual leave for civil servants stated that for days of annual leave in each country
years of working experience is one of the can be seen in Table 5.
TABLE 5: ANNUAL LEAVE
COUNTRY ANNUAL LEAVE COUNTRY ANNUAL LEAVE
Austria 25 to 30 days Italy 32 days
Belgium 26 to 33 days Latvia 33 days
Bulgaria 20 to 32 days Lithuania 28 to 42 days
Croatia 18 to 30 days Luxembourg 32 days
Cyprus 20 to 36 days Malta 24 days
Czech Republic up to 25 days Netherlands up to 25 days
Denmark 25 to 30 days Poland N/A
EC 24 to 30 days Portugal up to 25 days
Estonia 25 days Romania up to 25 days
Finland 30 to 38 days Serbia 20 to 30 days
France up to 25 days Slovakia 25 to 30 days
Germany 30 days Slovenia 20 to 35 days
Greece up to 25 days Spain 22 to 28 days
Hungary more than 25 days Sweden 28 to 35 days
Ireland N/A Switzerland 20 to 30 days
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 27From the sample of countries that Annual leave is a time intended for civil
responded to the number of days of annual servant’s relaxation and some countries
leave, 23 stated that apart from the years grant financial contribution or the
of working experience they use other opportunity to rent holiday facilities as a
criteria as well with pay grade and age of part of their benefits and motivation
the employee being the most common. For programs. Therefore, in the survey, we also
example, in Slovakia, a civil servant until asked if there is any extraordinary
the age of 33 has 20 days of annual leave contribution to the annual leave, in terms
and age 33 or more (not depending on the of providing cheaper holiday facilities to
number of years of working experience in employees or in terms of providing an
civil service) is entitled to 25 days of annual extra holiday payment contribution.
leave. This claim is usually increased by 5
days in the collective agreement of a 13 of the responding countries (30) stated
higher degree. For example, in Hungary, that they do not grant benefits directly
annual leave is made up of basic annual related to employee’s vacation. In the
leave (25 days per year) and additional other 17 countries, we were asking what
annual leave which is depending on the type of benefit are they providing (see
qualification, grades, the number of Figure 16), e.g. whether it is a form of
children and other health-based reasons. financial contribution related to a vacation,
These factors make the number of annual or a benefit that provides an opportunity
leave individual and quite different. to rent holiday facilities at a discount price
which is the case in Slovakia as well.
FIGURE 15: CONTRIBUTION TO ANNUAL LEAVE
4
11
3
Q20A - financial reward/ contribution Q20B - renting out holliday resort for civil servant Q20C - other
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 28As can be seen in Graph 16 most of the prevention of burnout, care of family or
countries, in this case, are providing some children, higher studies, etc. However, a
sort of a contribution, but 4 countries have sabbatical leave is not the same thing as a
the benefit in a form of a discount in maternal, paternal leave or caring for
holiday facilities (Bulgaria, Poland, Slovakia relatives during sickness, as these types of
and Slovenia). Among the three countries leave are explicitly regulated by law and
that selected the “other” option, two are hence not part of the sabbatical leave.
stated that the benefit depends on the Regarding sabbatical leave, countries were
particular civil office but they didn’t state asked to respond with details about the
the type of benefit used. Austria stated presence of sabbatical leave in the systems
that they do not use this form of benefits of central public administrations,
as their federal public employees receive compensation during sabbatical leave,
four special allowances which are not possibility or obligation of the employer to
linked to a specific purpose within the run provide sabbatical leave upon request of a
of the year. civil servant and the length of the
sabbatical leave.
4.3 SABBATICAL LEAVE It was found out that 28 out of 30 countries
recognize the term sabbatical leave, i.e. it
Sabbatical leave is a limited leave from the
is possible to go on sabbatical leave in
civil service with the right of the civil
these countries. On the other hand, 2
servant to return after this period. It can be
countries (Poland and Romania) have no
allocated for any purpose such as
sabbatical leave.
FIGURE 16: SABBATICAL LEAVE
2
28
Yes No
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 29In many countries, sabbatical leave is many of the countries which recognize
known as “unpaid leave” and as the title sabbatical leave have paid, unpaid or partly
suggests, it is unpaid. Figure 18 shows how paid sabbatical leave.
FIGURE 17: PAID SABBATICAL LEAVE
8
16
6
1
Q22A - pay in full amount Q22B - pay in partial amount
Q22C - alternative compensation Q22D - no contribution
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
The table below shows (see Table 6) a sabbatical and fully, partly or unpaid
clearer categorization of countries with no sabbatical.
TABLE 6: FORM OF CONTRIBUTION FOR CIVIL SERVANT DURING SABBATICAL LEAVE
(N= 25) # % COUNTRIES
Pay in full amount 8 32% Croatia, Denmark, Malta, Latvia, Portugal, Slovakia, Slovenia,
Switzerland,
Pay in partial amount 6 24% Austria, Belgium, Denmark, Germany, Greece, Sweden
Alternative compensation 1 4% Denmark
Unpaid 14 56% Bulgaria, Czech Republic, Denmark, EC, Estonia, Finland,
France, Hungary, Ireland, Italy, Luxembourg, Netherlands,
Slovakia, Slovenia, Spain, Sweden
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 30Denmark is listed in several categories interest of the employer, the civil servant
because it depends on the type of has the right to absence from work due to
sabbatical leave. Slovakia is in the preparation for the exam and he receives
categories “unpaid”, but also “pay in full pay from state whilst on sabbatical leave.
amount”, because, in Slovakia, the
employer has the possibility to provide As Figure 19 shows, the lengths of
sabbatical leave with pay in full amount as sabbatical leave are very differently
well, but practically this option is not modified, but as we can see four countries
preferred. In Slovenia, it could also be have no formally regulated limits for the
these two options. In case of education in length of the sabbatical leave. In three
civil servant’s own interest, the civil cases the sabbatical leave is limited to 12
servant has the right to absence from work months. In EC, it is limited to the maximum
due to preparation for the exam, but he of 12 years of unpaid leave, similarly in
does not receive payment or any other Luxembourg, where it is 10 years. In
form of financial contribution from state Greece, it is up to 5 years which can be
whilst on sabbatical leave. On the other partially remunerated.
hand, in the case of education in the
FIGURE 18: LENGTH OF SABBATICAL LEAVE
1
1
1
N/A
1
NO LIMIT
144 months 3
120 months
13
60 months
48 months
1
36 months
1
12 months
6 months
2
1 month
100 hours 1
0 months 1
4
SOURCE: Government Office of Slovakia, On the basis of results of the Survey made in 2016
In the discussion of sabbatical leave, the whether a civil servant asking for a
question of its approval is also very sabbatical leave needs the employer’s
interesting, so we asked in the survey permission. In very few (4 out of 27) is the
IREMUNERATION AND BENEFITS IN CENTRAL GOVERNMENT CIVIL SERVICE IN THE EU MEMBRS STATES AND EC 31You can also read
