Archive:Public employment - Luxembourg

PAGE UNDER CONSTRUCTION !!!

Data from Month Year. Most recent data: Further Eurostat information, Main tables and Database.

<Introduction: simple language, not too long, kind of executive summary>

Regional and administrative organisation

Introduction

The Grand Duchy of Luxembourg has a surface area of 2,600 km² and a population of 476,000.

Its Constitution was reviewed in 1948 and the country’s neutrality was revoked. It is one of the founders of the United Nations and has been a member of NATO since 1949; in 1951, it was one of the signatory countries of the Treaty of Paris (ECSC) and the Treaty of Rome in 1957 (EEC) and EURATON.

System of government

It has been a sovereign and independent State since the Treaty of London was signed in 1839. It is now a parliamentary democracy with a constitutional monarchy characterised by the fact that it is the only Grand Duchy that exists in the world.

Legislative Power: Legislative power is vested in the joint action of the Parliament (House of Deputies), Government and Council of State. Each entity serves a wholly separate function. Parliament is made up of 60 Members of Parliament (MPs) elected for a 5-year term. The Parliamentary Committee for controlling budget implementation, the Audit Office and the Ombudsman are all bodies assisting Parliament in the exercise of its right to inspect the administration of the State.

The Council of State is composed of 21 Councillors who are formally appointed and dismissed by the Grand Duke on the recommendation of the Government, Parliament or the Council of State. It reports on all items of legislation and is a consultative body.

Executive Power: The Grand Duke is the Head of State. The Grand Duke enjoys complete political immunity and political responsibility lies with ministers. Formally, the Constitution grants the Grand Duke the right to freely organise his Government. The number of ministerial departments generally exceeds the number of Members of the Government called upon to serve in office, so a single Minister normally holds more than one portfolio.

Judiciary Power: Courts and Tribunals are independent in the exercise of their functions. Branches of jurisdiction: Judicial Order (Magistrates’ Courts, District Courts and the Supreme Court). Administrative Order (Administrative Tribunal and the Administrative Court). The Supreme Court includes: the Court of Cassation and the Court of Appeal. The Constitutional Court rules on the conformity of laws with the Constitution.

Regional organisation

The Luxembourg administration has a Central Government, three districts, cantons and communes, at the decentralised level. The districts are governed by a commissioner appointed by the Grand-Duke and are accountable to the Ministry of the Interior. The Grand Duchy is also divided into 116 municipalities which are mainly in charge of water distribution, local road maintenance and infant and primary school education.

Local Government: The only political subdivision of the country is the commune. The commune is a legal entity that manages its assets and raises taxes through local representatives, overseen by the central authority represented by the Minister of the Interior. There are 118 communes. Each commune has a communal council directly elected for a six-year term. The day-to-day management of the commune falls on the mayor or the municipal council.

Public Employment Structure

Legal Basis: Law of 1st April 1979 lays out the general functions of public employees, the role of public servants and the protection of civil servants. The employment relation for state employees and contractual relations is set-out in the law of 27th January 1972. This law was modified in 1989 to include a trial period before recruitment.

Employee Categories: The Minister for the Public Service and Administrative Reform is responsible for the general policy for personnel and management of all State personnel.

Categories and Statistics:

1. General Administration has 5,405 civil servants: the status of state civil servants is regulated by the Laws of 16th April 1979 and 22nd June 1963.

2. Justice Administration: 462.

3. Police: 2,041.

4. Education: 7,884.

5. Religion: 283.

In 2009 there were a total of 16,076 civil servants. The status of local government employees is regulated by the Law of 24th December 1985.

Rights, obligations, principles and values

Rights and General Obligations: Civil servants must abide by the Constitution and the laws of the Republic. They must serve the public interest and have a duty of discretion.

Civil servants have the right to a career in the administrations well as the right to strike (except for certain civil servants’ categories) and to belong to political parties and unions.

Working Day: In accordance with the Employment Code and a Government resolution, working hours are 40 hours a week, 5 days a week, with 2 days rest in the State Administration, Municipal Institutions and Agencies. Public employees may reach agreements in this question and different working hours may be established.

Holiday Leave: Civil servants are entitled to annual holiday leave of 28 days. This period of 28 days may be extended to 35 if: the civil servant is single with a dependent child under the age of 14 or under the age of 18 if the child is disabled; if the civil servant is disabled.

A civil servant that has served for more than 5 years may enjoy an additional 3 days of annual holiday leave, and 2 more for each 3 year period.

Leave: Along with the right to holiday leave, civil servants are entitled to other types of leave regulated by public employment legislation, among which leave for civil servant training and to facilitate mobility can be highlighted.

Recruitment and Training: Entry conditions to the civil service concern citizenship, age (between 18 and 65), education (level depends on the position sought) and command of languages.

The recruitment procedure depends on the position being recruited. Each department or institution organises its recruitment processes in accordance with the provisions of the Civil Service Law and the procedure for organising civil service competitive exams.

Notification of a competition for heads of institutions or career civil servants must be published in the Official Journal and on the Civil Service Department’s website. The examination consists of two parts: a written exam and an interview. Their goal is to control the candidates’ ability to fulfil the functions required as part of the position applied for.

The recruitment procedure for civil servants of political confidence is not regulated.

Training: Training is organized in accordance with the Civil Service Law and the Training Strategy, defined by the Government for 2007-2010. It is a decentralised training system: 133 training centres have been accredited by the Ministry of the Interior to provide training courses to civil servants.

The Lithuanian Public Administration Institute is one such centre and provides training in issues related to human resources management, European Integration for civil servants of the highest grades (Grades 18-20).

Career-Based System

Career development outlines for civil servants are set out in the Civil Service Law. Therefore, there are elements that allow both horizontal and vertical mobility. Career development is governed by the following regulations:

1. A civil servant may apply for a vacancy of the same or a lower category.

2. Voluntary job swapping is allowed between civil servants.

3. A senior civil servant may be voluntarily moved (except positions of trust) to another vacancy of the same or a lower category.

4. A career based civil servant or a senior civil servant may be transferred in cases 1, 2 and 3 if he/she fulfils the requirements in the job description.

The Civil Service Law regulates voluntary vertical mobility, whereby an employee may occupy a vacancy within the same or another institution in a higher position or category.

A competition is not always necessary for civil servant career promotion. In these cases, a performance appraisal should be carried out. An Assessment Commission will be set up in each institution to carry out the performance appraisals and to make recommendations to the managers responsible for appointment.

Vertical promotion via competitive systems: These processes are open to internal and external candidates. The candidate must fulfil the requirements set out in the job description.

Performance Appraisals: The Civil Service Law provides for an assessment of civil servant performance. All civil servants, including heads, are assessed annually, except civil servants of political confidence.

The assessment interview with the direct supervisor includes an analysis of the results obtained by the civil servant according to each approved criterion, and the performance level achieved is defined (excellent, good, satisfactory, and unsatisfactory) Proposals regarding training required are made. After the interview, the civil servant must read and sign the assessment conclusions. An Assessment Commission then meets to analyse the conclusions and depending on the appraisal, the Assessment Commission can propose developments in terms of career and pay (promotion, qualification, bonus and training).

Remuneration

The unified pay scheme is defined in the Civil Service Law and has been effective since 2002. Remuneration consists of: basic salary, determined on the category and position of the civil servant and is the same for all positions in the same category (the category depends on the group and institution to which a civil servant is assigned), and additional pay and bonuses. The annual assessment appraises the performance of the civil servants. An excellent assessment can accelerate promotion and an unsatisfactory one may lead to the civil servant being downgraded or even dismissed (after two unsatisfactory assessments).

Social dialogue and system of representation

There is no obligation to collective bargaining. Social dialogue is carried out on 3 levels (national, sectorial and company level). The latter is the most developed whilst the former are quite weak, with the exception of some professions (teaching). Collective bargaining between government representatives, employers’ organizations and trade unions take place within the Tripartite Council, composed of permanent members from the three main unions and representatives of the ministries concerned. Negotiations mainly concern pay and working conditions, etc. Less than 15% of civil servants belong to a trade union. State representation is centred on the government and civil servant representation lies mainly in: Lithuanian Trade Union Confederation; Lithuanian “Solidarumas” Trade Union and the Lithuanian Workers Federation. The agreements signed are legally binding on the parties.

Senior civil servants

There is no specific status for SCS. However, there are some special regulations for heads of institutions and Grade 18 – 20 civil servants. These civil servants are recruited by means of a competition and according to special political confidence. Specialised training is available for them. They must complete the training programmes within two years of their appointment to office. Civil servants holding the post of Head of Department in a state or municipal institution do not have the right to strike. (Summary Table)

Recent reforms and prospects

On 28th April 2004, the Government approved the Strategy for the Development of the Public Administration 2004-2010 in which the main objectives are to strengthen administrative capacities and improve the image of the civil service.

Publications

Title of the publication

Main tables

Title of top Main tables folder, see:

Title(s) of second level folder (if any)

Title(s) of third level folder (if any)

Database

Title of top Database folder, see: