Córdoba Firefighters: productivity regulations for operational personnel approved

The General Board of the Provincial Consortium for Fire Prevention and Extinction and Civil Protection of Córdoba has definitively approved the Productivity Regulations for operational personnel, which establish the remunerative supplement linked to the performance of the firefighting staff. The agreement was adopted in the session of October 7, 2026, and is published in full in the Official Gazette of the Province of Córdoba number 203, dated October 20, 2026, with the official reference BOP-A-2026-3484. The text arrives after the public exhibition period concluded with the submitted claims already resolved.

From initial approval to union agreement

The regulations had passed their initial approval in the General Board session of June 4, 2026, published in the BOP of Friday, June 12, 2026, number 112. Its immediate origin is the agreement signed on April 29, 2026, between the union representatives and the corporation, which agreed to introduce the productivity supplement in the remuneration of firefighting personnel and laid the foundations for the so-called Performance and Productivity Boost Program. This pact develops articles 79 and 80 of the 2008 Unions-Consortium Framework Agreement.

The regulatory framework invoked in the statement of motives is article 23.3 c) of Law 30/1984, of August 2; articles 20 and 24 of Royal Legislative Decree 5/2015, of October 30, which approves the Basic Statute of the Public Employee; article 5 of Royal Decree 861/1986, of April 25, on the remuneration of Local Administration officials; and chapter III and article 66 of Law 5/2023, of June 7, on the Public Service of Andalusia, which creates the performance supplement.

The scope of application extends to the public employees of the Consortium who carry out their ordinary workday under the shift work modality. The regulations emphasize that the supplement “is neither an objective right nor a consolidated remuneration,” but rather an individual benefit, and that its receipt does not generate a right to maintenance.

Five criteria and a maximum of one hundred points

The Performance and Productivity Boost Program consists of five allocation criteria:

• Compliance with the objectives and programs of the Consortium, mainly in the essential functions of its Statutes: maximum 40 points.
• Satisfactory compliance with activation protocols: maximum 25 points.
• Improvement in the care quality of the service: maximum 15 points.
• Reduction of the absenteeism rate: maximum 10 points.
• Training adaptation to technical and organizational changes: maximum 10 points.

In the first three criteria, remuneration will be provided for, among other behaviors, the rapid and effective fulfillment of orders and technical instructions, the willingness to participate in interventions, agility in urgent actions, team attitude, and involvement in extraordinary tasks, collaboration agreements, and improvement proposals. Training is only valued if it is delivered or received outside of working hours and is part of the public administrations’ own plans or in courses approved by the IESPA, with an authorization decree and a diploma or certificate.

Who evaluates and how to appeal

The assessment and individual allocation are the responsibility of an Evaluation Committee appointed by decree of the Presidency, composed of the Presidency of the Consortium or their delegate, two members—operational and administrative management personnel—, two union representatives designated by the Personnel Board, and the secretary of the Corporation, with the possibility of technical advisors with a voice but no vote. Its operation is governed by Law 40/2015, of October 1.

The staffing heads of each shift prepare justifying reports which are reviewed by the executive scale, superior, or Intendancy. The provisional proposal is published on the intranet and the notice board, and employees have ten days to file objections and provide documentation before the final proposal is submitted to the Presidency. Those who have been separated from service due to disciplinary proceedings or a judicial sentence in the previous six months, and those who have received a final disciplinary sanction during the evaluable period, are excluded from payment.

Semiannual payment and budget adherence

The evaluable period is semiannual: the first semester, from January to June, is paid in July; the second, from July to December, in January of the following year. The euro value of each point results from the quotient between the total amount approved for productivity in the budgets and the total points achieved among all employees. It is the responsibility of the General Board to set the budget line and its amount for each exercise, and the Presidency may proportionally reduce the amounts if there is insufficient credit.

An administrative appeal may be filed against the agreement within two months from the day following its publication, before the Administrative Litigation Chamber of the High Court of Justice of Andalusia. The announcement was signed in Córdoba on October 13, 2026, by the president, Antonio Ramón Martín Romero.

The regulation transforms individual performance into a variable and evaluable component of the salary for the entire operational staff, with direct effects on the payroll and on the organization of the fire prevention and extinguishing service in the province. For firefighters, it introduces an incentive mechanism subject to reports from their superiors, appeals, and annual budgetary control; for the consortiumed city councils, it transfers the actual dimension of the supplement’s cost to each fiscal year’s budget.

Source: Official Gazette of the Province of Córdoba, No. 203, October 20, 2026, section VIII Other Entities, page 15151 (official reference: BOP-A-2026-3484).