Human Resource Management
Standard 4 : Public servants’ remuneration legal framework ensures fairness and transparency

Standard 4 : Public servants’ remuneration legal framework ensures fairness and transparency

Legal framework on remuneration should be designed to assure the respect of the principle "equal pay for equal work" and transparency

Summary

ALB BIH KOS MNE MKD AVG
Indicator 1. There is a legal obligation to base salaries on a grade structure/classification of positions
3
3
3
3
3
3
Indicator 2. The procedure to allocate the base salary ensures fairness/principle equal pay for equal work is respected (e.g. there is a job evaluation methodology on the basis of which an individual post is assigned to a certain grade; salary is linked to rank in a career system etc.)
3
1
1
1
1
1.4
Indicator 3. Remuneration system foresees limited and clearly defined salary supplements additional to the basic salary
3
1
1
1
2
1.6
Indicator 4. The size of salary increments/performance bonus is limited by the legislation. The proportion of performance bonus can be slightly higher in high-level positions and lower in professional positions without managerial responsibility, but should not exceed 20% of the total salary on average.
3
3
3
2
2
2.6

Current state of play

The chart below shows the score of each indicator. You may change the sorting order by clicking on Ascending or Descending. You may also filter the data by clicking on the country name.

Average
Highest Score

Average, 2021

Indicator 1. There is a legal obligation to base salaries on a grade structure/classification of positions Indicator 2. The procedure to allocate the base salary ensures fairness/principle equal pay for equal work is respected (e.g. there is a job evaluation methodology on the basis of which an individual post is assigned to a certain grade; salary is linked to rank in a career system etc.) Indicator 3. Remuneration system foresees limited and clearly defined salary supplements additional to the basic salary Indicator 4. The size of salary increments/performance bonus is limited by the legislation. The proportion of performance bonus can be slightly higher in high-level positions and lower in professional positions without managerial responsibility, but should not exceed 20% of the total salary on average.