The MR is working for an efficient public service that truly serves citizens in Wallonia and in the Wallonia-Brussels Federation, thanks to the Minister for the Civil Service and Administrative Simplification, Jacqueline Galant.
The top managers reform? 20% fewer management positions. Fewer bosses, fewer hierarchical levels.
Our expectations of senior civil servants? We will demand much more of them. Evaluations up to 3 times a year, measurable targets, a contract that can be terminated in case of underperformance. Today, senior civil servants are only evaluated twice over an entire legislature… That is absurd.
The reform generates savings, as confirmed by the Financial Inspectorate.
This reform concerns the public administration in Wallonia and in the Wallonia-Brussels Federation.
1. What are the real effects of this reform?
Firstly, there will be fewer bosses. The number of management positions is reduced by at least 20%.
In concrete terms:
fewer directors and deputy directors;
simplified structures;
fewer hierarchical levels;
gradual removal of certain legacy positions.
This is exactly what everyone has been calling for years when talking about “simplifying the administration”.
What's more, it costs less. The Financial Inspectorate confirmed it: cutting positions largely offsets salary adjustments. Taxpayers lose nothing.
And above all: we will demand much more from those who remain. Today, some senior civil servants are only evaluated twice over an entire legislature… that is once every two or three years.
Tomorrow, it will be one to three times a year. With clear targets and the possibility of ending the contract if results fall short.
Performance-based pay. The logic is simple: the variable portion of the salary (= a maximum of 20% of gross salary) is only paid if the targets are met; if not, it isn't.
This is the basic principle in the private sector, in certain public companies, in Flanders, and in Europe. Why would it be so scandalous to apply it to senior civil servants?
One last thing to keep in mind: the pay of the administration's top managers remains far below that of some public companies. Yet some of these senior civil servants manage more than 4,000 staff and budgets worth several hundred million euros.
We believe it is essential to attract high-level profiles for these roles and that responsibilities of this scale must be properly remunerated.
A reform based on meritocracy. An end to the monopoly of the Public Management Certificate (CMP). Openness to internal and external talent. Selection based on competencies.
2. Why is the opposition wrong?
The opposition keeps repeating the same line: “you're making savings on the backs of ordinary people, while raising the fat salaries of senior civil servants”.
Catchy, yes. But as you can see, it's wrong.
3. Conclusion
This reform involves reducing the number of management positions, raising requirements, increasing individual accountability, and aligning pay with performance, while guaranteeing savings in the medium and long term.
It rests on three principles: more openness; more accountability; more results.
For an efficient, high-performing public service that truly serves citizens.