This year, we made a significant step towards the transition to new remuneration conditions for civil servants: we classified positions by function and introduced a new remuneration model based on this principle in most government institutions.

This was stated by Nataliia Aliushyna, Head of the National Agency of Ukraine on Civil Service, during a meeting of the Interagency Working Group (IWG) on Improving Public Administration Legislation co-chaired by Oleh Nemchinov, Minister of the Cabinet of Ministers of Ukraine, and Oleksandr Korniienko, First Deputy Chairman of the Verkhovna Rada of Ukraine. 

According to the Head of the NAUCS, 2024 is a transitional period of preparation for the reform of the civil service remuneration system. Currently, several models of remuneration for civil servants are in place simultaneously, depending on the classification, special legislation, or other specific exceptions.  

The results of the Agency's analysis of the implementation of the new remuneration system for the first half of 2024 were highlighted. Based on its results, a complex report was prepared, which includes: an analysis of the current state, survey results, job classifications, and statistical data. 

According to the results of the remuneration monitoring, there is a positive trend in the growth of the main part of the salary. The average rate of the basic (fixed) part of the salary is 88%. In 2023, this indicator was 65%.  

However, an unresolved issue is the imbalance in remuneration by type and jurisdiction of the government institutions that conducted the classification. For example, the imbalance between public authorities at the local level (second and third jurisdictions) remains at the level of 2023 (69%).  

At the same time, it is important to understand that this situation is related to the implementation of Resolutions No. 391 and No. 787, which allow for additional adjustment factors at the local level. At the central level, however, there is a positive trend towards a reduction in disproportions. Compared to 2023, this figure has decreased by about 41%. 

In addition, the results of a survey involving more than 22,600 civil servants are telling.  

In particular, the need to improve the procedure for classifying positions in government agencies, as well as to improve public information about its organization, was identified.  

In addition, it is necessary to strengthen external control over the organization and conduct of the classification by public authorities and its results.  

Currently, the NAUCS is developing amendments to the Algorithm for conducting job classification to regulate numerous repeated classifications and to determine the grounds for classification in a more balanced manner. 

In terms of the scope of classification, 146,333 positions from more than 4,000 government institutions have been classified since the beginning of 2024. The largest families of positions include: ensuring the implementation (coordination of implementation) of state policy (9) - 31.9%; administration and provision of public services (2) - 13.4%; state supervision and control (7) - 11.1%. 

‘It is extremely important to continue working on a fair remuneration system by removing disproportions and increasing the competitiveness of salaries, especially at the local level. Special attention should be paid to the financial stability of the reform. At present, all the efforts of the National Agency are focused on supporting Draft Law No. 8222 in the Parliament for consideration in the second reading and taking into account the unique experience in making further decisions,’ Nataliia Aliushyna said. 

During the meeting, the IWG members also discussed recruitment to civil service positions, performance appraisal, and disciplinary liability.

Following the meeting, proposals will be developed to address several issues identified in 2024. In particular:  

• improving the Catalogue of typical civil service positions and the criteria for classifying such positions and the methodology for classifying positions; 
• clarification of the procedure for approving classification results;  
• continuing work on eliminating large gaps between official salaries, taking into account the capabilities of the state budget;
• and, most importantly, the adoption of a legislative framework for the reform.