Cronyism and nepotism, digital partisanship (appointments by decree by the political party apparatus once they access government) or the nineteenth-century "vuelva usted mañana", which made journalist Mariano José de Larra famous, along with the scourges of corruption and opacity, are commonplaces entrenched in the Spanish and Catalan administrations and in popular culture. How is it possible that, after fifty years of democracy, we still have not managed to have an efficient and meritocratic administration, at the service of citizens and not of the political whims of rulers?
This does not mean that there are not a good number of responsible civil servants, because there are. But the results of public service are not desirable. In large part, this is due to senior managers appointed in a non-objective way, often with a non-professional political logic. A logic that is linked both to party and ideological loyalty and to the financing of the parties themselves through a percentage of these managers' salaries.
To try to change this flawed system, the Government approved the law on professional public management this Tuesday with the aim of fostering a cultural change among senior officials of the Generalitat, a regulation that, if it goes ahead, will affect 727 civil servants: 320 directors general and 407 deputy directors. The text provides for selection processes, as in any job, to be carried out by "merit and suitability," and sets a maximum term of seven years (renewable) for mandates. The objective is to put an end to the rotation of positions every time the political color of the government changes. And, at the same time, to make dismissal possible if the minimum requirements are not met.
Having prepared and efficient managers in the public sector is imperative. In fact, one of the problems of the administration is the attraction and retention of talent. The private sector pays more. On this point too, the new regulation proposes a relevant change: the payment of economic incentives based on set objectives. Specifically, a variable remuneration that can amount to up to 15% of the fixed remuneration. The regulation also proposes evaluation and accountability processes, as happens in many jobs.
On paper, this norm is a welcome change. It was about time. But in this country we are specialists in making fantastic laws that later become a dead letter, are half-applied or are not applied at all. Therefore, what is now especially needed is that its implementation be real and serious, that it is not distorted at the first hurdle. That is to say, that the political class as a whole assumes the spirit of the norm and puts the country's interest above the party's interest.
The law in question will have to be processed in Parliament. It would be good if it had broad support because the improvement of the administration is a citizen's cry. But beyond its approval, the most important thing will be its implementation, for which courage and decision will be needed, both when making appointments and when evaluating the work and deciding, for example, the distribution of incentives without falling into false equalitarianism. Let's hope we are on the verge of an administration as democratic and transparent as it is meritocratic.
