Expected strategic result 2.2.4.2. Government agencies and local self-government bodies have introduced a system of remuneration based on the classification of positions and bonuses depending on personal contribution to the overall performance of the body; wages are competitive and predictable, which makes it possible to hire and retain a professional and motivated staff with integrity

Information about ESR Feedback from the public
Progress in the implementation of measures as of 23.11.2024
measures, the implementation of which as of 30.09.2024
4 1 1 2
8
Implemented Partially implemented In progress Not started
Measures implemented (fully and partially) - 5 ( 62.5%)
Display in tabular form

Measures — 8

2.2.4.2.1. Supporting the consideration of the Draft Law of Ukraine On Amendments to the Law of Ukraine On Civil Service Towards the Implementation of Unified Approaches to Remuneration of Civil Servants Based on the Classification of Positions in the Parliament of Ukraine (registration number 8222 dated November 23, 2022), which provides for:
1) the dependence of the variable salary on the personal contribution by the civil servant to the overall performance of the government agency, using it as a reward for personal initiative, timely completion of tasks up to quality standards, and completion of an additional scope of tasks;
2) establishing the sizes of salaries based on the classification of civil service positions, taking into account the juxtaposition of the level of remuneration for typical civil service positions with the private sector.

The main implementer: National Agency of Ukraine on Civil Service

2.2.4.2.2. Adopting the Catalog of Typical Civil Service Positions and Criteria of Assignment to Such Positions

The main implementer: National Agency of Ukraine on Civil Service

2.2.4.2.3. Performing the classification of civil service positions

The main implementer: National Agency of Ukraine on Civil Service

2.2.4.2.4. Drafting and submitting to the Cabinet of Ministers of Ukraine the draft resolution of the Cabinet of Ministers of Ukraine on approval of the conditions of remuneration for civil servants based on the classification of positions

The main implementer: National Agency of Ukraine on Civil Service

2.2.4.2.5. Developing and submitting to the Cabinet of Ministers of Ukraine the draft Procedure for Forming the Wage Fund for Civil Servants at a Government Agency Taking into Account the New Salary Structure

The main implementer: National Agency of Ukraine on Civil Service

2.2.4.2.6. Supporting the consideration of the Draft Law of Ukraine On Service in Local Self-Government Bodies (registration number 6504 dated January 5, 2022), which proposes the introduction of a system of remuneration for officials of local self-government bodies, which factors in local conditions and resources of the relevant local budgets, taking into account the need to ensure the wellbeing and retain highly-skilled personnel

The main implementer: National Agency of Ukraine on Civil Service

2.2.4.2.7. Approving the Procedural Recommendations on the Conditions of Remuneration for Local Self-Government Officials

The main implementer: National Agency of Ukraine on Civil Service

2.2.4.2.8. Implementing in 2023 the pilot project involving the application of the Procedure for Forming the Wage Fund for Civil Servants at a Government Agency

The main implementer: National Agency of Ukraine on Civil Service

Indicators — 3

Evaluation of achievement of ESR — indicator weight —
1
0 / 40%

A law of Ukraine has come into force, which establishes requirements for the system of remuneration of civil servants based on the classification of positions with a limited variable share of wages at the level of 30 percent.

2
0 / 20%

The Procedure for Forming the Wage Fund for Civil Servants at a Government Agency has taken effect.

3
0 / 40%

A law has come into force, which introduces a system of remuneration for local self-government officials that takes into account local conditions and resources of the respective local budgets, based on the need to ensure the recruitment and retention of highly qualified personnel.

* - certain measures are common to several ESRs, but have a separate number (id)