Meeting with Hospeem delegation
Rome, 14 April 2016
1
Outline of ARAN and national
collective contracts
Aran
It was set up in 1993 under the public service reform.
It’s a public Government Agency and plays the employer’s role for all public
administrations.
That is, it represents all public administrations ( both central and local) in the
national collective bargaining with the Trade Unions.
It provides assistance to all public administrations to carry out all the
contractual clauses, through written clarifications, seminars, training courses,
etc.
It provides many reports and, in particular, the six- monthly report on changes in
public wages compared to the private sector or other reports.
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ARAN: organization
PRESIDENT
Board of
auditors
Evaluation
Unit
STEERING
COMMITTEE
Approx. 50
employees
Bargaining
Service 1
Bargaining
Service 2
Central Administration
Education, Universities,
Research
Trade unions relations
Regions, Local entities,
municipalities
National Health Service
Studies &
Administration
Service
Studies and research,
Human resources,
Administration,
Legal Affairs,
ICT
4
Main features of the public bargaining system
► Aran bargains at a national level with the National Trade Unions
► Collective contracts are defined for for each sector of public
administration
► Before starting the negotiation, ARAN receives specific Directives from
the “sector committee” - the body representing the public administration
of each sector
► The Directives set the objectives to achieve through bargaining and also
fix the resources and the guidelines to rule on working conditions
► The collective contracts last 3 years both for the normative and the
economic conditions
► Collective contracts have two levels: national level and local level
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National bargaining procedures
DRAFT
AGREEMENT
Is sent
SECTOR COMMITTEE
GOVERNMENT
(to check the compliance
of the contract with the Directive)
(to check the compliance of the contract with
the law and the economic conditions)
AUDIT COURT
(to check the contract costs and verify that these are in line
with the general economic policies).
FINAL SIGNING
between Aran and Trade
Unions
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The collective contract issues
The collective contracts rule on most aspects of civil servant work
relations from the beginning to the end of their working life in the public
services and specifically:
►Rights and duties ( individual contracts, working hours, shifts,
annual leave, sickness leave, mobility, disciplinary actions, etc.)
►Salaries and bonus systems, also linked to promotion and
productivity
►Other specific working conditions
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Public employees figures
TOTAL PUBLIC SECTOR : 3,390,669 employees
UNDER
COLLECTIVE
CONTRACTS
SYSTEM
Managers
Non managerial personnel
TOTAL
- Armed forces
UNDER LAW
REGULATION
SYSTEM
165.523
2.651.361
2.816,884
196,802
- Fire Brigade
35,351
- Police force
328,786
- Magistrature
10,486
- Diplomatic Corps
- Prefecture
660
1,700
TOTAL 573,785
Public employees figures
Source: State Budgetary Department, 2010 Annual Income
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New National Contract Sectors
► Last week a new agreement was signed by ARAN and the Trade Unions
about the new bargaining sectors, reduced from 11 to 4.
► This is a big change because it involves streamlining the bargaining
process with less contracts and the standardization of the working
conditions in some big sectors.
► The four sectors are:
 Central Government bodies (Ministries, Fiscal Agencies, Public
Entities, etc.)
 Regions, Local Entities and Municipalities
 Education and Research ( Schools, Universities and Research
Institutes)
 National Health Service.
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Local collective
bargaining
11
Bargaining Levels
NATIONAL level
(or Level 1)
LOCAL level
(or Level 2)
Takes place
in ARAN
Takes place in every
public body
12
Local bargaining issues
►
Each administration bargains with local Trade Unions
►
The local bargaining deals with:

economic conditions related to work and the evaluation
system (productivity, indemnity, etc.)

workplace safety and security

economic career requirements
13
Local bargaining procedures
After bargaining,
social partners sign a
DRAFT AGREEMENT
that is sent
BOARD OF AUDITORS
(to check the compliance of the local
contract with the law and the national
contract)
FINAL SIGNING
between the
administration and
Trade Unions
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The impact of economic crisis
on public administration
15
THE CHALLENGE
Reform
of public
administration
Reduce public
spending
and limit
labour costs
Improve
public
administrations
efficiency
16
Cost cutting
REDUCTIONS
► in offices and employees, especially managers
► in entities (some eliminated)
► in specific spending (e.g. business trips, training courses,
office equipment, etc.)
► in ceilings on top management remuneration (only for very
high positions)
FREEZE
► Collective bargaining from 2010
► Wages fixed at the 2015 levels
17
The restart up of contract bargaining
Collective contracts have been frozen since to 2010. This lasted until 31
December 2014, but up to now no new contracts have been bargained.
The problem is that the government has allocated very few resources,
even if our Constitutional Court ruled that the civil servants have the right
to renew their contracts.
The Trade Unions hope that for the coming year the government could
assign more resources for bargaining .
In this context, the new bargaining sector agreement is a preparatory step
to contract renewals, because without it, ARAN couldn’t open the
negotiation.
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Better allocation of workers
Many recent laws have established some measures to facilitate the
mobility of employees from the administrations with surplus
employees to those with vacancies.
A very important reform was carried out by Law 59/2014, which has
reorganized all local entities, eliminating the Provinces and setting
up other entities. All Provinces personnel have been transferred to
Region governments, to the new entities
or other public
administrations.
N.B. The aim is to streamline human resources for a balanced
allocation of staff among the public administrations, to improve
efficiency and reduce costs.
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Improvement in efficiency
►
Reduction in absenteeism
►
Improving the performance evaluation system for all employees
►
Introduction of perfomance evaluation for public administration
departments linked to service quality
►
Introduction of transparency ( obligation to publish information on
different aspects of work on the websites)
►
Strengthening in productivity and incentive system
►
Introduction of new system of disciplinary sanctions, with the
possibility to dismiss ( for particular violations or infringements)
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THANK YOU VERY
MUCH!!!
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