Bravo_Team

Group-members: Ciro L. Marco Paolo T. Bruni F.


 * List of 10 best places to work:**

18391 employees
> ====www.google.com ==== > ==== Industry: Media - Online Internet Services ==== > ==== Ownership: Publicly quoted/held ==== > ==== State: California ==== >

1958 employees
> ====www.bcg.com ==== > ==== Industry: Professional Services - Consulting - Management ==== > ==== Ownership: Private ==== > ==== State: Massachusetts ==== >

6046 employees
> ====www.sas.com ==== > ==== Industry: Information Technology - Software ==== > ==== Ownership: Private ==== > ==== State: North Carolina ==== >

41717 employees
> ====www.wegmans.com ==== > ==== Industry: Retail - Food/Grocery ==== > ==== Ownership: Private ==== > ==== State: New York ==== >

36937 employees
> ====www.edwardjones.com ==== > ==== Industry: Financial Services & Insurance - Investments ==== > ==== Ownership: Private ==== > ==== State: Missouri ==== >

6887 employees
> ====www.netapp.com ==== > ==== Industry: Information Technology - Storage/Data Management ==== > ==== Ownership: Publicly quoted/held ==== > ==== State: California ==== >

1678 employees
> ====www.camdenliving.com ==== > ==== Industry: Construction & Real Estate - Property Management ==== > ==== Ownership: Publicly quoted/held ==== > ==== State: Texas ==== >

10466 employees
> ====www.rei.com ==== > ==== Industry: Retail - Specialty ==== > ==== Ownership: Cooperative ==== > ==== State: Washington ==== >

1312 employees
> ====www.chghealthcare.com ==== > ==== Industry: Health Care - Services ==== > ==== Ownership: Private ==== > ==== State: Utah ==== >

3808 employees
> ====www.quickenloans.com ==== > ==== Industry: Financial Services & Insurance - Banking/Credit Services ==== > ==== Ownership: Private ==== > ==== State: Michigan ==== Edit by: []

**List of best places to work in Italy**
**Large companies:**

1. ELICA
1400 dipendenti > www.elica.com > Settore: Manufacturing & Production - Furniture > Proprietà: Quotata in borsa >

2. FATER
937 dipendenti > www.fater.it > Settore: Manufacturing & Production - Healthcare > Proprietà: Di proprietà privata >

3. FedEX Express
910 dipendenti > www.fedex.com > Settore: Transportation - Airline/Commercial Aviation > Proprietà: Quotata in borsa >

4. UNILEVER ITALIA
2720 dipendenti > www.uinlever.it > Settore: Manufacturing & Production - Personal and Household goods > Proprietà: Quotata in borsa >

5. McDonald's ITALIA
3808 dipendenti > www.mcdonalds.it > Settore: Hospitality - Food and Beverage Service > Proprietà: Cooperativa >

6. ELI LILLY ITALIA
1011 dipendenti > www.lilly.it > Settore: Biotechnology & Pharmaceuticals - Biotechnology > Proprietà: Di proprietà privata >

7. LEROY MERLIN ITALIA
5768 dipendenti > <span style="background-color: transparent; color: #005172; text-decoration: none; vertical-align: baseline;">www.leroymerlin.it > Settore: Retail - Specialty > Proprietà: Di proprietà privata >

8. DECATHLON ITALIA
6629 dipendenti > <span style="background-color: transparent; color: #005172; text-decoration: none; vertical-align: baseline;">www.decathlon.it > Settore: Retail - Specialty > Proprietà: Di proprietà privata >

9. UNIEURO
2649 dipendenti > <span style="background-color: transparent; color: #005172; text-decoration: none; vertical-align: baseline;">www.unieuro.it > Settore: Retail - Computers/electronics > Proprietà: Di proprietà privata >

10. CARGLASS
850 dipendenti > <span style="background-color: transparent; color: #005172; text-decoration: none; vertical-align: baseline;">www.carglass.it > Settore: Retail > Proprietà: Di proprietà privata > **SMEs companies****:**

1. TETRA PAK PACKAGING SOLUTIONS
775 dipendenti > <span style="background-color: transparent; color: #005172; text-decoration: none; vertical-align: baseline;">www.tetrapak.com > Settore: Manufacturing & Production - Machinery and equipment > Proprietà: Di proprietà privata >

2. CISCO SYSTEMS ITALIA
490 dipendenti > <span style="background-color: transparent; color: #005172; text-decoration: none; vertical-align: baseline;">www.cisco.com > Settore: Telecommunications > Proprietà: Di proprietà privata >

3. MICROSOFT ITALIA
816 dipendenti > <span style="background-color: transparent; color: #005172; text-decoration: none; vertical-align: baseline;">www.microsoft.it > Settore: Information Technology - Software > Proprietà: Quotata in borsa >

4. NISSAN ITALIA
197 dipendenti > <span style="background-color: transparent; color: #005172; text-decoration: none; vertical-align: baseline;">www.nissan.it > Settore: Retail > Proprietà: Di proprietà privata >

5. W.L.GORE & Associati
90 dipendenti > <span style="background-color: transparent; color: #005172; text-decoration: none; vertical-align: baseline;">www.gore.com > Settore: Retail > Proprietà: Di proprietà privata >

6. NATIONAL INSTRUMENTS ITALIA
74 dipendenti > <span style="background-color: transparent; color: #005172; text-decoration: none; vertical-align: baseline;">www.ni.com/Italy > Settore: Information Technology - Hardware > Proprietà: Quotata in borsa >

7. PepsiCo ITALIA
180 dipendenti > <span style="background-color: transparent; color: #005172; text-decoration: none; vertical-align: baseline;">www.pepsi.it > Settore: Manufacturing & Production - Food products > Proprietà: Quotata in borsa >

8. ConTe.it - ADMIRAL GROUP
360 dipendenti > <span style="background-color: transparent; color: #005172; text-decoration: none; vertical-align: baseline;">www.conte.it > Settore: Financial Services & Insurance - Auto Insurance > Proprietà: Di proprietà privata >

9. GRUPPO QUINTILES
770 dipendenti > <span style="background-color: transparent; color: #005172; text-decoration: none; vertical-align: baseline;">www.quintiles.com > Settore: Health Care - Services > Proprietà: Di proprietà privata >

10. MEDTRONIC ITALIA
515 dipendenti > <span style="background-color: transparent; color: #005172; text-decoration: none; vertical-align: baseline;">www.medtronic.it > Settore: Health Care - Medical sales/distribution > Proprietà: Quotata in borsa > Edit by: []

=3 Jobs description for the same (or similar) position=

<span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">Job description example 1: <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">Job Description - SNP Co Ltd <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">**Title**: Sales and Marketing Executive <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">**Reports to:** Sales and Marketing Director, Newtown. <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">**Based at:** Sparkly New Products Co Ltd, Technology House, Newtown. <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">**Job purpose**: <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">To plan and carry out direct marketing and sales activities, so as to maintain and develop sales of SNP's ABC machinery range to UK major accounts and specifiers, in accordance with agreed business plans. <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">**Key responsibilities and accountabilities:** <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">**Scale and territory indicators:** <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">Core product range of four ABC machines price range £50 to £250. Target sectors: All major multiple-site organisations having more than 1,000 staff. Prospect database c.10,000 head offices of large organisations. Customer base of c.150 large organisations. Typical account value £20-50k pa. Total personal revenue accountability potentially £4.5m. Territory: UK. <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">More job description typical responsibilities are listed at the foot of this page. <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">If you are recruiting to fill a role it is important to formulate a person-profile to help with job advert wording; psychometric profiling; shortlisting; interviewing points to assess; and final selection.
 * 1) <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">Maintain and develop a computerised customer and prospect database.
 * 2) <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">Plan and carry out direct marketing activities (principally direct mail) to agreed budgets, sales volumes, values, product mix and timescales.
 * 3) <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">Develop ideas and create offers for direct mail and marketing to major accounts by main market sector and SNP's ABC products.
 * 4) <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">Respond to and follow up sales enquiries by post, telephone, and personal visits.
 * 5) <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">Maintain and develop existing and new customers through planned individual account support, and liaison with internal order-processing staff.
 * 6) <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">Monitor and report on activities and provide relevant management information.
 * 7) <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">Carry out market research, competitor and customer surveys.
 * 8) <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">Maintain and report on equipment and software suitability for direct marketing and sales reporting purposes.
 * 9) <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">Liaise and attend meetings with other company functions necessary to perform duties and aid business and organisational development.
 * 10) <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">Manage the external marketing agency activities of telemarketing and research.
 * 11) <span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: medium;">Attend training and to develop relevant knowledge and skills.

<span style="background-color: #ffffff; font-family: Tahoma,sans-serif; font-size: 24px;">person-profile template:

 * <span style="background-color: #ffffff; background-color: initial; font-family: Tahoma,sans-serif; font-size: medium;">Personality
 * <span style="background-color: #ffffff; background-color: initial; font-family: Tahoma,sans-serif; font-size: medium;">Personal Situation
 * <span style="background-color: #ffffff; background-color: initial; font-family: Tahoma,sans-serif; font-size: medium;">Specific Job Skills
 * <span style="background-color: #ffffff; background-color: initial; font-family: Tahoma,sans-serif; font-size: medium;">Computer Skills
 * <span style="background-color: #ffffff; background-color: initial; font-family: Tahoma,sans-serif; font-size: medium;">Literacy and Numeracy
 * <span style="background-color: #ffffff; background-color: initial; font-family: Tahoma,sans-serif; font-size: medium;">Commercial Skills
 * <span style="background-color: #ffffff; background-color: initial; font-family: Tahoma,sans-serif; font-size: medium;">Management Ability

<span style="font-family: Tahoma,sans-serif; line-height: 24px;">Job description example 2: <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 16px;">**Job Description: Sales Careers Online** <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 16px;">**Title:** Marketing Manager <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 16px;">**Department:** Marketing Division - Los Angeles, California <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 16px;">**Reports to:** Vice President - New York, New York <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 16px;">**Job Objective:** <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Responsible for developing and maintaining marketing strategies to meet organizational objectives. Evaluates customer research, market conditions, competitor data and implements marketing plan changes as needed. Oversees all marketing, advertising and promotional staff and activities. <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 16px;">**Responsibilities:** <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 16px;">**Relationships and Roles:** <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">**__Internal / External Cooperation__** <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 16px;">**Job Specifications:**
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Responsible for the marketing of professional online recruiting services tailored exclusively to the sales and marketing industry.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Demonstrates technical marketing skills and product knowledge of SalesCareerOnline.com’s Sales Recruiting System.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Develops annual marketing plan in conjunction with sales department, which details activities to follow during the fiscal year, which will focus on meeting organizational objectives.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">To manage the Marketing Department Budget. Delivery of all marketing activity within agreed budget. Direction of marketing staff where budgets are devolved.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">To manage all aspects of print production, receipt and distribution.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">The achievement of frequent, timely and positive media coverage for Sales careers Online and it’s programs across all available media.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Managing the entire product line life cycle from strategic planning to tactical activities.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Specifying market requirements for current and future products by conducting market research supported by on-going visits to customers and non-customers.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Driving a solution set across development teams (primarily Development/Engineering, and Marketing Communications) through market requirements, product contract, and positioning.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Developing and implementing a company-wide go-to-market plan, working with all departments to execute.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Analyzing potential partner relationships for Sales Careers Online product lines.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Demonstrate ability to interact and cooperate with all company employees.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Build trust, value others, communicate effectively, drive execution, foster innovation, focus on the customer, collaborate with others, solve problems creatively and demonstrate high integrity.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Maintain professional internal and external relationships that meet company core values.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Proactively establish and maintain effective working team relationships with all support departments.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">4-6 years of sales experience in the marketing industry.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Experience with enterprise software solutions and large, complex organizations.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Extensive experience in all aspects of developing and maintaining marketing strategies to meet organizational objectives.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Strong understanding of customer and market dynamics and requirements.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Willingness to travel and work in a global team of professionals.
 * <span style="background-color: #ffffff; color: #484d4d; font-family: Arial,Tahoma,'Times New Roman',serif; font-size: 12px;">Proven ability to oversees all marketing, advertising and promotional staff and activities.

1) As we see the annual turnover rate by categories, we note that the rate decreased by 5% (from 23,8 in the first year to 18,8 in the fourth year). All together this new policies have cost the company $680000. To understand the effective benefits, we must quantify the economic value of the 5% reduction. In order to determine this, the total cost of turnover must be considered: total cost of turnover per individual employee amount to $7048,56; number of employees of all categories is 1913. By multiplying this two values we obtain $13483893,28 (tot. costs). At this point if we want to know the saving share of this policies we have to apply 5% to the total turnover cost and with the rusult of 674194,76. This is the effective amount of money that the company has saved in four years. Well, on one hand the company has invested $680000 to improve HR management, on the other the same company has saved $674194,76 through the turnover cost's reduction. The company has almost invested the same sum of money that has saved. However we can justfy the investment in HR because in this way the company has reached the optimization of its organization.
 * Exercise**


 * Team work: Compare the evaluation/remuneration systems for PA's managers in at least 3 EU countries. **

Thanks PDF file, finding in this website : [], we have seen the differences among many countries in EU. These differences concerned the salary systems and performance related pay, that is the systems of payment. A **payment system** is a system used for transferring money. What makes it a "system" is that it employs cash-substitutes; traditional payment systems are negotiable instruments such as [|drafts] (e.g., [|checks] ) and documentary credits such as [|letter of credits]. With the advent of computers and electronic communications a large number of alternative electronic payment systems have emerged. These include [|debit cards], [|credit cards] , [|electronic funds transfers] , [|direct credits] , [|direct debits] , [|internet banking] and [|e-commerce payment systems]. Some payment systems include credit mechanisms, but that is essentially a different aspect of payment. Payment systems are used in lieu of tendering [|cash] in domestic and international transactions and consist of a major service provided by banks and other financial institutions. Payment systems may be physical or electronic and each has their own procedures and protocols. Standardisation have allowed some of these systems and networks to grow to a global scale, but there are still many country and product specific systems. Examples of payment systems that have become globally available are [|credit card] and [|automated teller machine] networks. Specific forms of payment systems are also used to settle [|financial transactions] for products in the [|equity markets], [|bond markets] , [|currency markets] , [|futures markets] , [|derivatives markets] , [|options markets] and for [|transfer funds] between [|financial institutions] both domestically using [|clearing] and [|Real Time Gross Settlement] (RTGS) systems and internationally using the [|SWIFT] network. Due to the backing of modern [|fiat currencies] with [|government bonds], payment systems are a core part of modern monetary systems. The term **electronic payment** can refer narrowly to [|e-commerce] - a payment for buying and selling goods or services offered through the [|Internet], or broadly to any type of [|electronic funds transfer]. **Quote:** [] Following there are some example of specific countries regard the salary systems and their evaluation.

__**<span style="font-family: 'Times New Roman',serif;">1. Austria **__
<span style="font-family: 'Times New Roman',serif;">Austria with its 8.4 m inhabitants and 84.000 km² is a federal state, consisting of 9 regions ("Länder"). The regions have some legislative competences for their civil service personnel, especially in the field of laws and regulations. This provokes a certain competition between the federation and some regions to modernize their HR system and to undertake salary and pension reforms. The traditional civil service systems in Austria are still career-based, taking into account mainly university or other degrees and age (seniority). They are also a combination of civil servants appointed to life-long service and contractual public employees. In many administrations, it is the latter that already prevails already, covering not only temporary, but lower-grade posts as well. Promotions are typical for the career-based system, but also those on fixed-term contracts can climb the ladder by graduating in higher studies and applying for corresponding posts. Of course, both systems have biennial steps. Fixed salaries are in use only for the highest functions in federal administration and judiciary: director generals and directors, presidents of the high and supreme courts. In its programme for 2007-2010, the federal government has proposed the creation of a uniform public service law, ending the difference between appointed civil servants and contractual public employees. Opinions are divided: the unions prefer a solution in the form of appointment (public law), and the government tends towards a contractual solution with restrictions for the termination of contracts. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">The Constitution has to be amended if the contractual solution is to be realized. However, the newly uniform public service law will be a third form because it will apply only to those civil servants just entering and to those who will voluntarily change their statute. In recent years, there has been a shift from career-based to position-based salary systems. The federation already took a very formal first step towards this in 1984. Level A was named A1, level B A2 etc. But the salary was split into a basic salary and a function allowance which at least in theory could be revoked in case of loss of the function. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">In 1999 the next step followed: The former contractual schemes I and II were replaced by the new schemes v (administration) and h (workers) whose salaries were adjusted to those of the corresponding civil servants: v1, v2 etc. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Shortly afterwards several regions followed with their own position-based systems: <span style="font-family: 'Times New Roman',serif;"> 2001 with a swiss-style system (29 grades), <span style="font-family: 'Times New Roman',serif;">**Upper Austria** (1.4 m inhabitants) <span style="font-family: 'Times New Roman',serif;"> 2001 based on the Hay Group system (25 grades) – Cf. ANNEX I <span style="font-family: 'Times New Roman',serif;">**Styria** (1.2 m inhabitants) <span style="font-family: 'Times New Roman',serif;"> 2003 also based on Hay (24 grades), <span style="font-family: 'Times New Roman',serif;">**Lower Austria** (1.6 m inhabitants) <span style="font-family: 'Times New Roman',serif;"> 2006 also based on Hay (25 grades), <span style="font-family: 'Times New Roman',serif;">**Tyrol** (0.7 m inhabitants) <span style="font-family: 'Times New Roman',serif;"> 2007 with a system similar to Hay (25 grades). <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">What is common to these systems: <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">- equal pay for civil servants and contractuals, <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">- flattened salary curve from entry into service to retirement (15 equal steps: 5 biennials, 5 triennials, 4 quadriennials): higher initial salary, lower salary towards the end of career <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">- extra costs no more than 2 % per year, savings beginning with the 3rd decade. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Reform could reduce the number of steps and create fixed salaries without steps for the highest functions.
 * <span style="font-family: 'Times New Roman',serif;">Vorarlberg **<span style="font-family: 'Times New Roman',serif;"> (0.4 m inhabitants)

__**<span style="font-family: 'Times New Roman',serif;">2. Belgium **__
<span style="font-family: 'Times New Roman',serif;">Belgium is a federal state divided into: <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">3 regions: Flanders, Wallonia and Brussels-Capital City, and <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">3 communities: the flemish / french / german/ speaking communities. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Following Philippe Vermeulen's report on the Belgian Civil Service System, 2008, I can summarize: <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">The Royal Decree on General Principles from December 2000 aims at the convergence of civil service regulations at all levels of the state. So, despite all differences in detail the Belgian salary systems are essentially career-based. They also are, as a rule, on a life-long statutory basis. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Contractuals are the exception, essentially for temporary needs or short-term positions such as for replacement of absent members of staff. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Contractuals in general have no career option. This is a point being discussed at this time. Jobs are classified into 4 levels: <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">A = university degree (master) <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">B = higher education, short studies (bachelor) <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">C = higher secondary school certificate <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">D = no special school certificate <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Level A is subdivided in classes A1 (lowest) to A5. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Promotions are dependent on seniority and vacancy of posts. The system is very complicated. The Belgian salary system has a lot of allowances: for children, bilingualism, projects, leadership. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">A peculiarity is the allowance for competence, paid once a year in September after a successful competency assessment (test or certified training). It goes all the way up to 4200 Euro. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Below, find key approximate numbers of the tabloid (€ Euro), without allowance, according to Johan Janssens (Vilnius Conference December 2006) and rounded up to 2008 (estimate): <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">D 1500 - 2800 <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">C 1700 - 3200 <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">B 1800 - 4100 (senior ICT expert) <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">A 2600 - 7000 (A4/3) <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Management and staff functions (fixed salaries per year in the recent system of 6-year-term appointments based on numerous assessments) per 01/11/2006: <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Categorie 1 = 72 773.36 € <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Categorie 2 = 79 958.24 € <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Categorie 3 = 91 725.42 € <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Categorie 4 = 102 474.78 € <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Categorie 5 = 122 356.94 € <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Categorie 6 = 143 047.82 € <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Categorie 7 = 164 664.51 € <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">

__ **<span style="font-family: 'Times New Roman',serif;">3. Germany ** __
<span style="font-family: 'Times New Roman',serif;">The remuneration of civil servants, judges and professional military personnel is governed by the Civil Servants' Remuneration Act. I refer to the paper given by Kai-Andreas Otto from the German Interior Ministry who gave an excellent analysis in the OECD/SIGMA Bucharest Conference on Civil Service Salary Systems in Europe, April 2007. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">It is still the classical system based on the so-called maintenance principle – providing suitable maintenance (standard of living) corresponding to the office assigned. In theory, salary is therefore not a direct payment for individual work done. In practice, there are various forms of allowances to the basic salary, from family allowances to bonuses or performance allowances or even special allowances corresponding to labour market conditions. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">There are 4 remuneration schemes: <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">A, B – civil servants (in the administration) and military personnel, <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">W – professors and lecturers at higher education institutions, <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">R – judges and public prosecutors. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Grades A2 (lowest) to A16 have steps in a rhythm of 2, 3 and 4 years. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Grades B1 (lowest) to B11 have fixed salaries. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Similarly in the R scheme: R1 and R2 with steps, R3 to R10 fixed. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">Cf. ANNEX III (functions and pay grades). **<span style="font-family: 'Times New Roman',serif;">Public employees ** <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">On November 1st 2006 the new collective agreement for the public employees of the "Länder" (regions) entered into force. All public employees were transferred into the new scheme. Those who would have had lower pay got compensatory payments. <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">The tabloid comprises 15 pay groups (E grades), E1 being the lowest. Each grade has 5 or 6 steps. These steps are attained not by function of age but <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">- by function of professional experience, <span style="display: block; font-family: 'Times New Roman',serif; text-align: justify;">- into steps 4-6 additionally by function of individual performance: performance above average may shorten the period and vice versa.

1 year || after 3 years || after 6 years || after 10 years || after 15 years ||
 * ||||= basic pay ||||||||= development steps ||
 * **E**
 * grade** || Step 1 || Step 2 || Step 3 || Step 4 || Step5 || Step6 ||
 * ||  || after
 * 15 || 3384 || 3760 || 3900 || 4400 || 4780 ||  ||
 * 14 || 3060 || 3400 || 3600 || 3900 || 4360 ||  ||
 * 13 || 2817 || 3130 || 3300 || 3630 || 4090 ||  ||
 * 12 || 2520 || 2800 || 3200 || 3550 || 4000 ||  ||
 * 11 || 2430 || 2700 || 2900 || 3200 || 3635 ||  ||
 * 10 || 2340 || 2600 || 2800 || 3000 || 3380 ||  ||
 * 9 || 2061 || 2290 || 2410 || 2730 || 2980 ||  ||
 * 8 || 1926 || 2140 || 2240 || 2330 || 2430 || 2493 ||
 * 7 || 1800 || 2000 || 2130 || 2230 || 2305 || 2375 ||
 * 6 || 1764 || 1960 || 2060 || 2155 || 2220 || 2285 ||
 * 5 || 1688 || 1875 || 1970 || 2065 || 2135 || 2185 ||
 * 4 || 1602 || 1780 || 1900 || 1970 || 2040 || 2081 ||
 * 3 || 1575 || 1750 || 1800 || 1880 || 1940 || 1995 ||
 * 2 || 1440 || 1610 || 1660 || 1710 || 1820 || 1935 ||
 * 1 || every 4 years || 1286 || 1310 || 1340 || 1368 || 1440 ||

__**<span style="font-family: 'Times New Roman',serif;">5. Portugal **__
<span style="font-family: 'Times New Roman',serif;">The New System of Remuneration (NSR) has replaced the old rigid system. It is in force for all public administrations at the central, regional and local level. <span style="font-family: 'Times New Roman',serif;">NSR is still a career system, differentiated into various professional groups such as doctors, nurses, specialists, teachers, diplomats, senior officers or manual workers. Each professional group is accorded a certain scale of points between 100 and 900 (general scale). <span style="font-family: 'Times New Roman',serif;">In the scale specific for a certain profession the civil servant gains 3 steps, each after 3 years, as well as possible promotion to a higher post. <span style="font-family: 'Times New Roman',serif;">Managers have a greater score of points. The salaries are calculated by multiplying the points with the annually negotiated index (2008: 333.61 Euro). <span style="font-family: 'Times New Roman',serif;">This basic salary is supplemented by social allowances and working condition supplements (for  <span style="font-family: 'Times New Roman',serif;">risk, night work, extra work, etc.)

__ **<span style="font-family: 'Times New Roman',serif;">6. Spain ** __
<span style="font-family: 'Times New Roman',serif;">The Spanish civil service at all three levels (national, autonomous, local) is still based on a career system. It is also, as a rule, on a life-long statutory basis. Contractuals are the exception as they have the less important functions. <span style="font-family: 'Times New Roman',serif;">The job positions are structured in 30 levels (grades), but actually the lowest grades 1-9 are no longer used. Civil servants are classified into 5 groups A-E, depending on university/school diplomas. <span style="font-family: 'Times New Roman',serif;">Salary is a mixture of basic remuneration and supplements: **<span style="font-family: 'Times New Roman',serif;">a) Basic remuneration ** <span style="font-family: 'Times New Roman',serif;">− sueldo (salary),   <span style="font-family: 'Times New Roman',serif;">− triennial (seniority),   <span style="font-family: 'Times New Roman',serif;">− extra payments June and December;   **<span style="font-family: 'Times New Roman',serif;">b) Supplements ** <span style="font-family: 'Times New Roman',serif;">− level supplement (grade); <span style="font-family: 'Times New Roman',serif;">− specific job supplement: for specific jobs which implicate special technical difficulty, dedication, responsibility, incompatibility, risks or laborious difficulty – evaluated by Hay system criteria; <span style="font-family: 'Times New Roman',serif;">− performance related pay (in general linear); <span style="font-family: 'Times New Roman',serif;">− gratifications (bonuses) for extraordinary services. <span style="font-family: 'Times New Roman',serif;">Compression ratios: <span style="font-family: 'Times New Roman',serif;">They range from 2.1.1 for the sueldo to 4.5:1 for the level supplement and 19.7:1 for the specific job supplement. General impression is that the Spanish salary system is not very transparent. Its positionbased elements could be reinforced.

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