Civil Servant Classification System
Public institutions define various positions that differ in their functions, level of responsibility, complexity of tasks, authority, etc. For any public institution or organization, it is important to clearly describe positions, define functions, and organize positions within a structured hierarchy. This approach enables effective delegation of responsibilities, the establishment of qualification requirements, the fair application of remuneration, and the overall efficient functioning of the institution.
A position in a public institution represents a set of functions that, based on their specific nature, defines an individual’s career level, role, and place within the civil service system.
As part of the civil service reform, job categories were introduced, including nine distinct categories that reflect the hierarchical structure of the civil service system. One method for evaluating positions, known as ranking, assesses the significance of each position within the organization and its relative standing compared to other roles.
Ranking facilitates career development planning within organization and contributes to the establishment of a transparent and competitive remuneration system. Based on this system, a salary framework is developed, and a salary coefficient is assigned to each position.
The ranking principle introduced within the Georgian civil service creates a unified system based not on the mechanical allocation of positions among civil servants but on a functional analysis and functional load of each position.
The purpose of ranking positions within the civil service is to:
- Establish a principle for distributing positions into hierarchical ranks based on a work (function) analysis and predetermined mutually agreed-upon factors and sub-factors.
- Develop minimum qualification (special) requirements for position ranks, establishing a unified standard across the public sector, while allowing institutions the flexibility to define position-specific qualification requirements.
- Promote the career development of civil servants by systematically enhancing the capabilities required for each career level.
- Establish a unified approach to professional development and identify basic training needs aligned with position ranks.
- Regulate the remuneration system by laying the foundation for a fair and consistent remuneration policy.
Class of Civil Servants
The class of civil servant reflects their level of professional knowledge and experience, based on the performance within the civil service. A civil servant’s class is assigned based on an evaluation of their work performance.
There are 12 classes in total, with the first class being the lowest and the 12th class the highest. Once assigned, a civil servant's class is permanent and cannot be revoked. Civil servants with an assigned class receive a class-based increment, which they retain when transferring to another public institution or position within the same institution. Similarly, the class-based increment is preserved in cases of institutional reorganization, liquidation, or merger, as well as when a civil servant is reassigned to a lower hierarchical rank due to health reasons.
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