1. Meeting with Hospeem delegation
Rome, 14 April 2016 1

2. Outline of ARAN and national
collective contracts

3. 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. 3

4. ARAN: organization PRESIDENT STEERING COMMITTEE
Board of auditors
Evaluation Unit
STEERING COMMITTEE
Approx. 50 employees
Bargaining Service 1
Bargaining Service 2
Studies & Administration
Service
Central Administration
Education, Universities,
Research
Trade unions relations
Regions, Local entities, municipalities
National Health Service
Studies and research, Human resources, Administration, Legal Affairs,
ICT 4

5. 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 5

6. National bargaining procedures
DRAFT AGREEMENT
Is sent
SECTOR COMMITTEE
(to check the compliance
of the contract with the Directive)
GOVERNMENT
(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 6

7. 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 7

8. Public employees figures
TOTAL PUBLIC SECTOR : 3,390,669 employees
Managers
Non managerial personnel
TOTAL ,884
UNDER COLLECTIVE CONTRACTS SYSTEM
- Armed forces ,802
- Fire Brigade ,351
- Police force ,786
- Magistrature ,486
- Diplomatic Corps
- Prefecture ,700
TOTAL 573,785
UNDER LAW REGULATION SYSTEM

9. Source: State Budgetary Department, 2010 Annual Income
Public employees figures
Source: State Budgetary Department, 2010 Annual Income 9

10. 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. 10

11. Local collective
bargaining 11

12. Takes place in every public body
Bargaining Levels
NATIONAL level
(or Level 1)
Takes place
in ARAN
Takes place in every public body
LOCAL level
(or Level 2) 12

13. 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

14. 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 14

15. The impact of economic crisis on public administration15

16. THE CHALLENGE Reform Reduce public spending Improve
of public administration
Reduce public spending
and limit
labour costs
Improve
public
administrations
efficiency 16

17. Cost cutting in offices and employees, especially managers
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)
Collective bargaining from 2010
Wages fixed at the 2015 levels
FREEZE 17

18. The restart up of contract bargaining
Collective contracts have been frozen since to 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. 18

19. 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. 19

20. 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) 20

21. THANK YOU VERY MUCH!!! 21