Andorra la Vella to Revise Public Employee Salaries After Job Review

Andorra la Vella council will begin revising public employee salary grids this summer, following a two-year internal review of approximately 550 positions aimed at standardizing duties, responsibilities and internal career progression.

The Enclar-led administration identified discrepancies in job profiles shortly after taking office, such as support staff with identical titles but varying tasks and pay. Cònsol Menor Olalla Losada highlighted these issues in a recent interview, questioning why similar roles carried different expectations and compensation. The human resources department carried out the detailed assessment, drawing on a prior external evaluation, to define each position's obligations, entitlements and promotion pathways without arbitrary alterations.

Losada emphasized sustainable adjustments over across-the-board increases, given the substantial salary budget. Any changes must remain viable for future councils, potentially lasting a decade. For instance, staff close to retirement—like those in a B8 category who should be B7—might keep their current level temporarily, while the proper classification is recorded.

The review results will be presented to the Sindicat de Treballadors del Comú (Sitca) by late May or early June, after which salary grid revisions would proceed in parallel once validated.

Four other parishes—Encamp, Canillo, La Massana and Escaldes-Engordany—have launched a joint tender for external consultancy on job profiles and career structures to enable future wage enhancements. Andorra la Vella is proceeding independently.

In parallel public sector news, the Servei Andorrà d’Atenció Sanitària (SAAS) has implemented a new collective agreement, effective immediately with retroactive economic effects from January 1. It reinstates performance bonuses (DPO), suspended since 2012 under austerity measures, at progressive rates: up to 130% of base salary for doctors and 100% for other staff in 2026, rising to 150% and 120% by 2030.

Bonuses are variable and non-consolidable, tied to annual objectives from April 1 to March 31—individual (50% weight generally), service-specific (25%) and strategic (25%)—agreed between workers and managers. Eligibility requires at least 40% achievement per category, a 50% overall average, over 50% attendance on working days, completion of mandatory training, proper time logging, and no active serious disciplinary proceedings. Payments, proportional to base salary, hours and attainment, occur by July 31 of the following year, pending budget approval.

SAAS Director General Meritxell Cosan described the pact as "a very good collective agreement," noting its 90% approval rate from 62% participation and appeal to private-sector workers. She praised enhancements like improved on-call rates (75% of ordinary hourly pay, with opt-outs from age 55), overtime unified at 65% of base (up from a tiered 55% start), doubled ordinary holiday pay and tripled special holiday rates, plus weekend supplements (e.g., Saturday +3.96 euros/hour for top professional group, Sunday +5.97 euros). Helicopter call-outs now pay nearly 145 euros, more than double previous rates.

The agreement cuts weekly hours from 38.2 in 2026 to 37.5 by 2028, though it caps total weeks at 60 hours to align with international standards like the European Social Charter, prompting organizational adjustments in high-demand areas like emergencies. New hires receive seniority bonuses every five years (92.24 euros/triennium equivalent, 153.73 euros/quinquennium) instead of three, capped at five triennia or three quinquennia, with extra vacation days every five years after 15 years' service (up to five).

A career plan consolidates levels A-C into base pay (D remains variable at 5% extra for top competencies), enables fast integration for external recruits with up to 30% salary homologation, and boosts low-end wages. SAAS will pursue voluntary entry to the public pension scheme, matching worker contributions at 1-3% of gross pay. Management presented the 100+ page document to around 160 staff in a recent session, which ended in applause and positioned the framework as a tool to attract doctors amid shortages. A court hearing this week addressed 150 workers' claims for backdated DPOs from 2022.