Santa Cruz de Tenerife Revamps Civil Servant Pay Structure
Santa Cruz de Tenerife’s council has approved a reform of its civil servants’ salary structure, shifting part of the fixed productivity payment into the specific complement of their roles. This change is meant to ensure that productivity remuneration reflects actual performance rather than being a flat payment.
Currently, civil servant pay includes a base salary and several allowances, such as the specific complement, which accounts for permanent job characteristics like responsibility and technical difficulty. The productivity complement, on the other hand, is intended to reward exceptional performance and initiative.
On December 22, 2025, an agreement was reached to include the amounts previously categorized as productivity into the specific complement, introducing a new “factor L” to be defined by a technical committee comprising administration and union representatives.
The council clarified that this move does not constitute a salary increase but a reallocation of existing funds; the money will merely change categories. Adjustments will be made to the Job Position Relationship (RPT), increasing the scores of the specific complement across all job groups. For example, A1 positions will receive an additional 132 points, while other categories will receive varying amounts.
Despite this change, productivity payments will not be eliminated. Instead, two different types will be established: one incorporating elements from the previous system into the specific complement and another focusing on rewarding exceptional performance through a single productivity figure. Staff will need to complete a self-assessment questionnaire to qualify for this second form of productivity pay, amounting to €1,465 per employee for the period from July 1, 2025, to June 30, 2026, payable in August 2026.
Additionally, some previously defined productivity payments will shift to a non-absorbable Personal Transitional Complement (CPT), halting the previous productivity regime.
These changes also necessitate an update to the Job Valuation Manual, as the increase in the specific complement requires prior reassessment of each job’s evaluation criteria. The reform has received a positive report from the General Intervention, confirming compliance with regulatory limits and budgetary provisions for 2026, although future costs will need to be included in subsequent annual budgets.
