Calp approves the horizontal professional career path with four levels and remunerative supplements

The Calp City Council has definitively approved the Regulations establishing the system for horizontal professional career progression and performance evaluation for its staff. The Corporation’s Plenary adopted the agreement in an extraordinary session held on September 17, 2026, after resolving the allegations submitted regarding the initial text. The announcement is published in the Official Gazette of the Province of Alicante number 178, dated September 18, 2026, section III (Local Administration), under reference 7141 / 2026, with the full text of the regulations on pages 1 to 26.

The process began with the initial approval by the Plenary in an ordinary session on July 14, 2026. The notice of public exhibition was published in the Official Gazette of the Province of Alicante number 135, dated July 21, 2026, with a period of thirty business days for claims and suggestions, and the edict was disseminated on the municipal Electronic Office on July 23, 2026. The regulations are issued under articles 16.3.a) and 17 of Royal Legislative Decree 5/2015, of October 30, and article 133 of Law 4/2021, of April 16, of the Valencian Public Service, and were subject to collective bargaining.

Four grades and five-year intervals

The system is structured into four professional development grades (GDP I to GDP IV), plus an entry grade without remuneration. Progression is voluntary, individual, consecutive, remunerated, irreversible, incentivized, objective, and consolidatable, and does not require a change of job position.

To apply for promotion, five years of tenure in the immediately lower grade is required for each interval:

• GDP I: 5 years in the entry GDP.
• GDP II: 5 years in GDP I.
• GDP III: 5 years in GDP II.
• GDP IV: 5 years in GDP III.

Additionally, it will be necessary to obtain at least 70 points in the merit assessment procedure. Newly hired staff are integrated into the entry GDP, while current staff will be categorized according to their recognized seniority.

Remuneration supplements and effects from March 2024

The recognition of each grade entails the monthly receipt of the administrative career supplement provided for in article 87.2.a) of Law 4/2021. The annual amounts in Annex I range from 1,136.37 euros (professional groups, grade I) to 11,884.79 euros (group A1, grade IV), and will be updated annually in the same proportion as the remuneration of public employees.

• Group A1: 2,971.45 / 5,942.45 / 8,913.34 / 11,884.79 euros.
• Group A2: 2,604.43 / 5,208.36 / 7,812.28 / 10,416.60 euros.
• Group B: 2,237.42 / 4,474.28 / 6,711.22 / 8,948.42 euros.
• Group C1: 1,870.40 / 3,740.19 / 5,610.16 / 7,480.24 euros.
• Group C2: 1,503.38 / 3,006.11 / 4,509.10 / 6,012.06 euros.
• Professional groups: 1,136.37 / 2,272.02 / 3,408.04 / 4,543.87 euros.

The second additional provision establishes the economic effects of the supplement starting from March 26, 2024. Personnel with part-time contracts shall receive the full amount of the recognized grade.

Performance evaluation and joint commission

Annex II establishes the access scale, with up to 70 points for training received and 10 points for each of the blocks of departmental objectives, individual objectives, task competence, participation in working groups, service improvement, training provided, and quality of human relations. The training required per grade ranges from 30 hours for professional groupings to 70 hours for subgroup A1.

The Horizontal Professional Career Monitoring Commission is established, with equal representation between union representatives and the Corporation, chaired by the Mayor’s Office or the Deputy Mayor’s Office delegated to Human Resources. Its agreements require a simple majority from both representations, and it shall meet at least every four months.

Deadlines, entry into force, and appeal

Personnel will have a maximum period of one month from publication to apply for placement in the corresponding grade. The implementation of the system will take place in the 2026 budget year, and the commission must be constituted in the month following its entry into force.

The regulation will enter into force fifteen business days after its publication and will also be disseminated on the municipal Electronic Office and the Public Employee Portal. A contentious-administrative appeal may be filed against the final approval within two months before the High Court of Justice of the Valencian Community. The announcement is signed by the Deputy Mayor delegated to Human Resources, Rebeca Merchán Díaz.

The regulation orders for the first time the internal promotion of the entire municipal workforce without the need to change positions and with associated remuneration, with retroactive effects to March 2024, thus directly affecting the labor and economic conditions of the employees of the Calp City Council.

Source: Official Gazette of the Province of Alicante, No. 178 of 09/18/2026, III. Local Administration, page 1 (official reference: 7141 / 2026).