El Vendrell approves the productivity regulations for municipal staff

The Plenary of the Vendrell City Council has definitively approved the Regulation governing the productivity of personnel in the service of the council and its autonomous bodies, after resolving the two allegations presented during the public information period. The regulation is published in the Official Gazette of the Province of Tarragona on October 2, 2026, with the official reference CVE 2026-08807 and a length of 23 pages, and establishes the remunerative supplement for the entire municipal workforce.

The initial approval was adopted at the extraordinary and urgent plenary session on December 29, 2025. The ordinary plenary session on June 29, 2026, resolved the allegations and definitively approved the text, which Mayor Kenneth Martínez Molina signed in El Vendrell on September 22, 2026. The regulation is framed within article 23.3 c) of Law 30/1984, of August 2, and article 103.1 c) of Legislative Decree 1/1997, of October 31, which define the productivity supplement as the remuneration for special performance, extraordinary activity, and interest or initiative at work.

Scope of application and distribution of competencies

The text applies to career and interim civil servant personnel and to permanent and temporary labor personnel of the Vendrell City Council and its autonomous bodies, and excludes eventual personnel. The preamble justifies the regulation due to the multicentric nature of the municipality, with 37 km², seven kilometers of coastline, and more than 41,000 registered inhabitants, and recalls recent precedents regarding personnel: the 35-hour workday, teleworking, and the stabilization of the workforce.

• The Corporate Plenary annually fixes the global amount allocated to the supplement in the budget.
• The mayor makes the individual assignment according to the criteria of the regulation.
• An optional appeal for reversal or a contentious-administrative appeal may be filed against the mayoral resolution.

Three evaluation factors and one specific for the Local Police

The evaluation of compliance is annual and measures professional conduct and results. The maximum score is 100 points and the evaluation is considered favorable if it exceeds 50%; an effective development of the position of at least 30% of the annual workday is required.

• Factor 1. Fulfillment of collective objectives: 40 points.
• Factor 2. Individual commitment to training: 40 points.
• Factor 3. Evaluation of professional competencies: 20 points.
• Factor 4. Fulfillment of collective objectives of the Local Police (ICSA): 100% achievement, exclusive to the police force.

Collective objectives are set in the collective objectives commitment document (COC), with four objectives per management unit, and the Department of People and Knowledge assumes the validation and custody of the results. The annual evaluation interview must be conducted before January 31 of each year.

Scale for training, qualifications, and knowledge transfer

The training factor is assessed via documentary accreditation with a maximum of 40 points:

• Training actions of up to 5 hours: 10 points; from 6 to 10 hours: 20 points; from 11 to 20 hours or more: 40 points.
• Professional certificates: 20 points; vocational training (FP) grade D: 30; vocational training (FP) grade E, high school diploma, university degree, postgraduate degree, master’s, and doctorate: 40.
• Basic ACTIC certificate: 20 points; intermediate: 30; advanced: 40; Catalan C1 or C2: 40.
• Teaching: from 10 to 40 points depending on duration; congresses and conferences: 20 points per activity; publications: 40 points.

Gradual deployment and union control

The first transitional provision provides for an evaluation in June 2026 and the payment of 50% of the annual total during the second semester of 2026; in January 2027, the second semester will be evaluated, and in March 2027, the remaining 50% will be paid. The second transitional provision establishes an equal base amount for all personnel, regardless of group, category, or workplace.

The Productivity Commission is created, a joint body with union representation —including at least one Local Police officer— which will meet at least twice a year. The regulation repeals incompatible attendance or presence supplements and replaces any remuneration based on mere presence with the new ICSA index, and enters into force fifteen days after publication in the bulletin, with retroactive effects to January 1, 2026.

The regulation turns performance and training into the variable remuneration criteria for the municipal workforce, with a system of objectives and evaluation affecting all workers of the city council and its autonomous bodies, and the first payments will be made in the second semester of 2026.

Source: Official Bulletin of the Province of Tarragona, October 2, 2026, section I, pp. 1-23 (official reference: CVE 2026-08807).