Job stability
Over time we have developed different direct contractual relationships with people who provide professional services for the University of Barcelona.
Teaching and research staff fall into two categories at the UB: civil service staff, and those under a contract based on labour law or an employment contract. Members of civil service staff have a permanent relationship with the UB; other members of staff may have a perma-nent or a temporary relationship with the organization.
The categories of civil service TRS are university professor, university school professor, ten-ured university lecturers and tenten-ured university school lecturers.
Civil service employees have declined from 49% of total TRS staff in 2009 to only 42% in 2011. This number suggests that the University is not filling the positions of civil service staff on retirement, but is pursuing other, more precarious kinds of labour relations.
TRS by category
2008 2009 2010 2011
% total
TRS % women % total
TRS % women % total
TRS % women % total TRS % women
Full university professor (UP) 11.9 19.6 11.1 20 10.8 20.2 10.39 21.28
Full university school
profes-sor (USP) 0.9 54.5 0.8 52.5 0.7 54 0.59 61.29
Tenured university lecturers
(TUL) 31.2 58.8 30.5 41.5 29 42.1 26.34 42.69
Tenured university school
lecturers (TUSL) 7.8 57.2 6.7 58.1 5.9 57.7 5.01 57.03
LOU professor 0 0 0 0.02 0.02 0 0.02 0
Tenure-track 2 lecturer 3.3 42.6 3.6 42.8 3.9 42.8 4.54 44.96
Tenure-track 1 lecturer 3.6 59 4.2 59.8 4.6 59.3 4.59 55.60
Casual lecturer 1.3 71.9 1 67.3 0.9 66 0.29 66.67
Permanent casual lecturer 0.6 71 0.6 71 0.6 71 1.26 66.67
Adjunct lecturers (ASS) 22.5 46.4 23.6 45.3 24.7 45.9 27.18 48.04
AL: Medicine 9.2 41.2 9.3 43.7 8.7 44.3 9.13 44.05
Assistant lecturers (AJU) 2.8 59.5 3 59.2 3 57.9 2.29 61.67
Researchers 2.2 36.9 2.3 42.3 2.4 42.5 3.22 44.38
Other* 2.6 41.9 3 40.3 3.9 40.5 5.17 40.96
Total (real number) 4,715 2,022 4,853 2,097 4,995 2,177 5,247 2,326
* All other categories of TRS including substitute staff.
Source: Planning and Analysis Service
Teaching and research staff who have a permanent relationship with the University of Bar-celona include LOU professors, tenure-track 2 lecturers and permanent casual lecturers. The proportion of these groups rose from 4.2% of total TRS employees in 2009 to practically 6%
in 2011. This reflects modest growth in the percentage of staff with permanent positions.
TRS status with the UB 2008 2009 2010 2011
Total TRS 4,715 4,853 4,995 5,247
Permanent 2,631 2,594 2,552 2,526
Temporary 2,084 2,259 2,443 2,721
Permanent (%) 55.80 53.45 51.09 48.14
Temporary (%) 44.20 46.55 48.91 51.86
Source: Planning and Analysis Service
Teaching and research staff that have a temporary relationship with the University of Barce-lona include tenure-track 1 lecturers, casual lecturers, adjunct and assistant lecturers, emer-itus professors, emeremer-itus teaching staff on early retirement schemes, doctoral and postdoc-toral researchers, visiting junior docpostdoc-toral staff and civil service staff on secondments.
From 2009 to 2011, temporary TRS staff rose from 46.55% to practically 52% of the total.
Therefore, temporary positions are growing at the expense of permanent positions, reflect-ing a deterioration of TRS workreflect-ing conditions.
AdSS by category
Group B/II 20 62.59 19.4 62.3 18 60.56 18.10 60.2
Group C/III 42 64.79 41.4 63.9 42 65.51 40.73 65.1
Group D/IV 22 76.99 23.5 77.1 24 76.31 24.35 75.8
Group E/V 1 34.78 1 31.8 0 12.50 0.29 14.29
Total AdSS (real numbers) 2,177 1,414 2,294 1,491 2,348 1,535 2,448 1,589
% women / total AdSS 65 65 65.38 64.9
Source: Planning and Analysis Service
As noted previously, AdSS employees are mostly women (65%). However, the table above shows that the percentage of women falls as the labour category rises, dropping to 54%
among AdSS employees in group A/1. By contrast, the highest percentage of women (76%) appears in group D/IV.
AdSS status with the UB 2008 2009 2010 2011
Total AdSS 2,177 2,294 2,348 2,448
Total permanent AdSS 1,579 1,595 1,598 1,615
Total temporary AdSS 598 699 750 833
% permanent AdSS 72.53% 69.53% 68.06% 65.97%
% temporary AdSS 27.47% 30.47% 31.94% 34.03%
Source: Planning and Analysis Service
AdSS employees largely enjoy permanent labour relations with the University (66%). How-ever, the percentage of AdSS staff with some type of temporary contract is growing year on year, rising from 30% to 34% of the total in only two years.
Contracting policy
The principles and guidelines of the University of Barcelona’s employment policy are set out in the UB Statutes, and are based on compliance with legislation on employment in a public entity belonging to the higher education system of the Spanish state.1
Labour relations
Civil service staff and UB-contracted staff covered by collective agreements
Personnel at the UB are either civil service staff (civil service and interim TRS and AdSS) or university-contracted staff (permanent and temporary TRS and permanent, temporary and casual AdSS).
The regulations governing working conditions for civil service staff are established in public law. In the case of university-contracted staff, these regulations are established in private law.
Basic regulations governing the relationship between the UB and its staff are the two collec-tive bargaining agreements: the first colleccollec-tive agreement for the teaching and research staff of Catalan public universities, and the fifth collective agreement for administrative and service staff of Catalan public universities, along with the Workers’ Statute.
The rules governing the UB’s relationship with civil service AdSS are the same as are applica-ble to civil servants of the Catalan government.
Civil service TRS, as a special body of public servants, are subject to special regulations re-garding matters such as retirement, pension coverage, health care, etc., and access to uni-versity faculties, in particular.
Also applicable, to varying degrees but to all groups in general, are the Spanish Constitu-tion, the Basic Statute of Public Employees, the LOULOM, Catalan University Law, the UB Statutes, and various covenants and agreements established either internally at the UB or for Catalan public universities.
1. For more details on these aspects, see the 2010 report.
Civil service and university-contracted
staff 2008 2009 2010 2011
Total staff 6,892 7,147 7,343 7,695
Total TRS 4,715 4,853 4,995 5,247
Civil servants 2,446 2,387 2,326 2,661
University-contracted staff 2,269 2,466 2,669 2,586
University-contracted TRS - 1st Collective
Agreement 2,129 2,308 2,466 2,586
Total AdSS 2,177 2,294 2,348 2,448
Civil servants 1,003 1,047 1,055 1,096
University-contracted staff 1,164 1,247 1,293 1,352
University-contracted AdSS - 5th Collective
Agreement 1,159 1,231 1,270 1,352
Source: Human Resources
Remuneration of UB staff
The remuneration of staff at the UB, as a public sector entity, is subject to the basic regula-tions of the Spanish state and of the Catalan government and, especially, to the guidelines established by the different areas of the public administration.
The present context is one of public spending restraint. At the time of preparing this report, a process of widespread mandatory freezes and cuts in public sector pay has begun. A series of regulations are overriding many of the pacts established in collective bargaining agree-ments, causing a clear reversal of many of the social improvements that employees have achieved over time.
Salary differences among employees
The table below shows the maximum salary differences for the different professional cate-gories of TRS and AdSS staff. The table only takes full-time employees into account.
2008 2009 2010 2011
TRS Maximum salary
(euros) 44,392.71 45,840.55 44,740.84 43,391.64
Minimum salary (euros) 21,331.38 21,971.46 21,407.94 20,935.74 AdSS Maximum salary*
(euros) 92,647.83 90,000.12 86,550.48 65,267.08
Minimum salary (euros) 20,101.18 20,776.61 20,814.32 20,397.16
* These figures include supplements. Because the other figures in the table do not include supplements, the number for 2011 includes neither seniority (three-yearly increments) nor productivity (performance objec-tives, research supplements, teaching, management, etc).
Source: Human Resources
TRS salary range: The highest salary corresponds to a full university professor, while the lowest salary corresponds to an LOU professor. No remuneration is included for seniority, teaching, research or management responsibilities.
AdSS salary range: The highest salary corresponds to an AdSS civil service employee in Group A, with supplement O0. The lowest salary corresponds to administrative assistants at level 12, with specific supplement 21. No remuneration is included for seniority.
Modifications to the remunerations of staff in the public universities of Catalonia
The entry into force of Royal Decree-Law 8/2010, of 20 May, and of Decree-Law 3/2010, of 29 May, both adopted as measures to restrain the public deficit, has resulted in the applica-tion, taking effect from 1 June 2010, of the following reductions in the pay of staff working at the public universities of Catalonia:
Civil service TRS
– Reduction of basic remuneration (salary and three-yearly increments). For ordinary payments during the period June to December, the reduction is 4.5%.
– Reduction of supplementary remuneration (travel, specific, teaching, research, sup-plements from the Catalan government, and academic posts). For ordinary payments during the period June to December, the reduction is 5%.
– The extra payment in the month of June (salary, three-yearly increments and travel supplement) has been made at May values, i.e. without applying the mentioned re-duction.
– The additional payment of the specific supplement in the month of June (general component of specific supplement, supplement for teaching quality and supplement for posts) has been made in full at May values, i.e. without applying the mentioned reduction.
– The extra payment in the month of December (salary, three-yearly increments and travel supplement) will be made according to the values for the period June to De-cember with respect to travel. The portion corresponding to salary and three-yearly increments will be made with a reduction of 46.3% relative to the amount initially pub-lished in January.
University-contracted TRS
– For university-contracted TRS, a reduction of 5% is applied for all elements of their pay for the period June to December, including the extra payment in December.
– The extra payment in the month of June has been made at values for the period Janu-ary to May.
Research staff associated with programs
– For predoctoral and postdoctoral research staff and for other research staff linked to spe-cific calls of other organizations, pay for the period June to December is reduced by 5%.
– In the case of any groups that have a pay structure entitling them to receive extra payments for June and December, the extra payment in June has been made at May values. The extra payment in December will be made at values for the period June to December.
Civil service administrative and service staff
– Reduction of basic remuneration (salary and three-yearly increments). For ordinary payments during the period June to December, the reduction ranges from 0.22% for staff in Group C2 (previously D) to 4.5% for staff in Group A1 (previously A).
– Reduction of supplementary remuneration (travel, specific). For ordinary payments during the period June to December, the reduction is 5%.
– The extra payment in the month of June (salary, three-yearly increments and travel sup-plement) has been made at May values, i.e. without applying the mentioned reduction.
– The additional payment of the specific supplement in the month of June has been made in full at May values, i.e. without applying the mentioned reduction.
– The extra payment in the month of December (salary, three-yearly increments and travel supplement) will be made according to the values for the period June to De-cember with respect to travel. The portion corresponding to salary and three-yearly increments will be made with a reduction ranging from 1.3% for staff in Group C2 (previously D) to 46.3% for staff in Group A1 (previously A) relative to the amount ini-tially published in January.
University-contracted administrative and service staff
– In the case of university-contracted AdSS staff, no agreement has been reached on the distribution of the increment in the month of January. As a result, effective from 1 June, an increment of 0.3% has been applied to all elements of remuneration and a subsequent 5% reduction has been applied.
– The distribution of 0.3% pending for the period January to May remains to be deter-mined.
Staff costs as a proportion of total costs
2008 2009 2010 2011
Staff costs over total costs (including all capital expenditure
and variations in financial assets and liabilities) 64.17% 67.40% 65.26% 69.28%
Staff costs over total costs (including only operating costs in
total costs) 78.26% 78.61% 76.92% 78.73%
Source: Economic Planning and Budgeting
Although staff costs have continued to decline since 2010, lower spending in other areas over the same period explains the rising proportion of spending allocated to staff costs rela-tive to total costs.