A major reform of the public sector salary system took place between 2003 and 2008, where public administration was included as one of the sub-sectors in a broader scheme, covering also the health care and social care sectors, the education sector and other parts of the public sector. The reform was extremely complex, and its development consisted of several phases. The reform resulted in a completely new salary system for the public sector. There are several tangible benefits of the reform; however, there are deficiencies, too, and some of them were amplified by measures inspired by the financial crisis. In our opinion, the changes should be focused on eliminating or drastically reducing defacto automatic promotion to higher salary grades, introducing more flexibility into the system without putting at risk its coherence and ensuring the budget for variable (performance-related) pay. Additionally, but with due caution, the option should also be considered and discussed to enable the government to classify certain positions in salary ranks higher than defined in the collective agreement, as a response to the situation on the labour market.

中文翻译：

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在斯洛文尼亚实施政府范围的统一和透明的工资制度

2003年至2008年之间，对公共部门的薪资制度进行了重大改革，将公共行政作为更广泛计划中的子部门之一，涵盖了医疗保健和社会护理部门，教育部门和其他部门。公共部门。改革非常复杂，其发展包括多个阶段。改革产生了公共部门全新的薪资制度。改革有几个明显的好处。但是，也存在缺陷，其中一些缺陷是受金融危机启发而采取的措施。我们认为，这些更改应着重于消除或大幅度减少事实上的自动晋升到更高薪级的做法，在系统中引入更大的灵活性而又不致使其连贯性受到威胁，并确保可变（与绩效相关）薪酬的预算。此外，但应谨慎考虑，还应考虑和讨论该选项，以使政府能够对某些薪资等级中的某些职位进行分类，以高于劳资协议中的定义，以回应劳动力市场的状况。