(Civil service; 03-03; p.4)
Results and suggestions
In regard to the output aimed at, two results
of the commission's analysis are to be high-lighted:
• the civil service does not or not to an extent
wanted achieve the goals that were given to it, the reason being
a too strong orientation towards rules and a neglect of the respective
ends of services;
• providing pensions for permanent civil servants
does lead to "massive financial problems" (translated;
Regierungskommission, p. 14) and the splitting between permanent,
contract employees and workers does lead to unwanted effects.
To correct this, the suggestions of the commission
are multi-levelled: firstly, the framework of laws has to be changed,
secondly, the processes have to be made steerable by the ones
Changing the framework of laws
According to the commission, it is the task
of the government - and thus in a wider sense of a society - to
define, which services should be provided by state authorities.
The main question is, if services that have to be guaranteed by
a social state like Germany, have to be provided by the state.
However, out-sourcing and letting services be provided by third
parties have to be discussed meticulously: 'not to be recommended
would be privatisation "at any rate"' (translated;
ibid., p. 16).
The aforementioned splitting of employees -
which does not only cause a bunch of different salaries or payments
for equal work, but also different pensions - should be replaced
by widest possible employments based on contracts. Such employments
should moreover be protected by agreements between trade unions
and the state, but instead of a regional or federal basis they
should be based on profession, e.g. salary scales for "care,
hospitals, science, schools etc." (translated; ibid.,
p.22). In total, all changes shall not lead to greater budgetary
- In Germany, trade unions and employers negotiate the terms of
contracts, and the right to do so autonomously is part of the
constitution, the Basic Law.
Within then agreed terms and scales, salaries
should always have a fixed and a component based on performance;
the higher the salary, the bigger the performance component. For
employees outside this agreements, mandatory "salary
strings" (translated; ibid., p.21) should be established,
i.e. a salary within certain limits, that is connected to functions
and based on measurable permanent performance.
(read on here)