Government Decree No. 17 / 1954 Coll.
Regulation on pay ratios of employees of the State apparatus
Valid
Effective from 31.03.1954
17.
Government Regulation
of 12 February 1954
on salary ratios of employees of the state agency.
The Government of the Czechoslovak Republic orders pursuant to § 14 paragraph 1 of Act No. 2 / 1954 Coll., on the State Plan for the Development of the National Economy of the Czechoslovak Republic for 1954:
Basic provisions.
(1) Our people's democratic state is carrying out important economic and cultural educational tasks in building socialism. The state apparatus plays a major role in performing these great tasks. The tasks of the state apparatus in the construction of the socialist order, in particular the organisation of the economy and the development of cultural education on new socialist principles, are very complex and impose high demands and demands on the political and professional level of the staff of the state apparatus.
(2) One of the main prerequisites for improving the work of the state apparatus is the material involvement of its workers in the continuous growth of their political and professional levels, and in connection with this, the better results of their activities.
(3) Therefore, the pay ratios of the staff of the State apparatus, in line with the socialist principle of determining the remuneration for work according to its quality, its quantity and its social importance, are adjusted on the basis of the systemisation of personal conditions, functional positions and functional salaries.
Scope of the Regulation.
(1) This Regulation shall apply to staff of budgetary organisations, except:
(b) staff carrying out professional work (pedagogical, medical, artistic and scientific) directly related to the performance of such tasks for organisations carrying out cultural, social or other specific tasks;
(c) judges, prosecutors and lawyers;
(d) workers employed in organisations with activities of a predominantly economic nature.
(2) This Regulation shall not apply to staff of budgetary organisations in the field of the Ministry of National Defence; in the field of the Ministry of Interior, only covers civil servants.
Establishment of staff for posts.
(1) Employees may only be appointed to a vacant post.
(2) The President of the Republic shall appoint and remove the heads of diplomatic missions, Deputy Directors of the State Office of the Planning Office, President of the State Office of the Statistical Office, Head of Secretariat of the President of the Republic and other heads of staff of the President's Office of the Republic. The Head Office of the Bureau of the Government, Deputy Ministers, Deputy Minister of State Control for Slovakia and the Head of the (Chairman) Offices of the Central Offices, with the exception of the President of the State Office, shall establish and dismiss the Government.
(3) The staff member shall be appointed and removed from other posts, unless otherwise specified, by the head of the budgetary organisation managing the relevant systemised personal situation or by the authority empowered by him. The head of the organisation shall establish and remove the manager directly from the senior organisation. The Minister responsible (Head of the Central Office) may reserve the appointment of staff for certain important functions in the organisation and removal of subordinates.
(4) The provisions on the establishment and withdrawal of main accounting officers and other accounting officers remain unaffected.
Enhancing staff expertise.
The Heads of the various budget organisations and the Heads of their Organisations shall be required to ensure that the political and professional level of staff is constantly increased, in particular to organise, in cooperation with the authorities of the Revolutionary Trade Union Movement, professional courses, seminars and other appropriate training techniques enabling employees to complete their knowledge and, on the basis of a regular evaluation of the working results of staff, to ensure that they are properly deployed.
Functional salary.
The functional salaries shall be determined in accordance with the principles set out in Section 3 for the individual functional posts by the pay margin.
(1) The amount of the functional salary shall be determined by the authority responsible for the staff member's appointment, taking into account the extent and difficulty of the duties performed, his professional qualifications and the results of his work so far. Where, in accordance with the applicable rules, a government is responsible for the provisions of the staff member, the amount of his salary shall be determined by the competent member of the government. A staff member who does not meet the established qualifications requirements shall, as a general rule, determine the functional salary at the lower salary range and above that limit only in proportion to the degree of education and practice achieved, taking into account work results.
(2) The functional salaries must be determined in such a way that the total cost of the functional salaries systemised in accordance with § 3 (c) is not exceeded.
(3) Employees who do not meet the qualification criteria for lack of education shall be determined, when they are set up in a post, how to complete the knowledge needed for the performance of their duties and a reasonable period of time.
(4) School graduates, fixed without prior practice, are to be set at a functional salary within the framework of the specific rates for this (starting salary). The amount of the starting salary and the length of the period during which the starting salary is due shall be determined by a nomenclature of functions and functional salaries.
The functional salary linked to the post to which the staff member has been appointed shall be the responsibility of the staff member from the date of his appointment, if it is for the staff member newly appointed. When a staff member's salary is changed, he shall be entitled to a new salary from the first day of the month following the day on which the event justifying the change occurred (if the salary is changed within the margin from the first day of the month following the date of the decision) and on the first day of the month from that date. However, if the staff member has been reassigned to a post with a lower salary because he has neglected or violated his duties, he shall be entitled to a lower salary from the date of transfer.
Personal salary.
(1) The competent Minister (Head of Central Office) and the staff of the national committees of the Regional National Committee may grant a personal salary instead of a working salary to particularly excellent experts who show extremely successful work results.
(2) The highest level to which a personal salary may be allocated and the total amount by which the total cost of the remuneration may be increased to functional salaries for the provision of personal salaries shall be determined by the Government or the authority empowered by the government for the field of the various central offices and the Board of National Committees of all grades in each region.
Extra charge for representation.
A staff member who, on an official's order, represents a staff member at a post with a higher post of office for a period of more than 4 weeks shall receive a fee of 15% of his post for a period of representation exceeding 4 weeks. The functional salary with this supplement shall not exceed the functional salary that would be payable to the representative staff member if it had been assigned to the relevant post.
Non-safety surcharge.
Employees who work permanently in an environment in which their health is at extreme risk may be granted a risk premium according to the degree of health risk.
Work in the wages.
(1) Work in respect of which there are technical conditions and where the quality of work would not be jeopardised shall be carried out at work.
(2) The relevant central authority shall issue more detailed rules in agreement with the Ministry of Finance and the competent authority of the Revolutionary Trade Union Movement; If there are rules applicable to the field of several central offices, the Ministry of Finance is in agreement with the participating central offices and the Central Council of Trade Unions.
Premium.
Privileges may be granted in accordance with principles approved by the Government or by the institution empowered to do so for demonstrable savings or better economic results achieved by employees.
Disposable extraordinary rewards.
A one-off exceptional remuneration may be granted for significant work merit, in particular for carrying out important tasks beyond the normal obligations of the staff member, for improving the organisation of work or for introducing better working methods and for an exceptional initiative at work.
Loyalty.
Submission may be granted only as long as they are justified by specific performance or specific obligations. Otherwise, staff members may only be granted benefits in kind for compensation corresponding to their general price.
Rewards for secondary activities in the administration.
A special remuneration shall be granted for the activity which the staff member carries out in his own or in another field of government, in addition to all tasks corresponding to the post on which he is assigned.
Entitlement to a functional (personal) salary during absence at work.
The current provisions on the provision of basic salary for the period of absence of employment shall apply until a new general provision is made.
Transitional and final provisions.
The government shall adjust the transfer of staff to the salaries provided for in this Regulation.
The salary ratios of civil servants of budgetary organisations in the field of the Ministry of the Interior not covered by this Regulation and those of civil servants in the field of the Ministry of National Defence shall be adjusted by the relevant ministers in agreement with the Minister of Finance and with the approval of the State Systemisation Commission in accordance with the principles of this Regulation and the regulations issued pursuant to it.
Until such time as the personal status of the staff of each budgetary organisation under this Regulation has been systemised, these staff pay ratios shall be governed by existing regulations.
More detailed provisions for the implementation of this Regulation, unless otherwise provided for in this Regulation, shall be adopted by the Government, in the case of the authorities empowered to do so.
This Regulation shall enter into force on the day of its publication and shall be implemented by all members of the Government.
Zaporocký v. r.
Broad v. r.
Dr Dolansky v. r.
Maj-Gen Dr. Cap v. r.
Kopecký v. r.
Uher v. r.
Bark v. r.
Lamb
David v. r.
Dvořák v. r.
Děuriš v. r.
Ing. Jankovcová v. r.
Jonah v. r.
Krajčir v. r.
Kromir
Dr Kylý v. r.
Malek v. r.
Maurer v. r.
Dr. Unedible v. r.
Dr Neuman v. r.
Nosek v. r.
Plojhar v. r.
Polack v. r.
Pospíšil v. r.
Ing. Púčik v. r.
Reitmajer v. r.
Smida v. r.
Ing. Shimonek v. r.
Dr Skoda v. r.
Dr. Nove v. r.
Stoll v. r.
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Regulation Information
| Citation | Government Decree No. 17 / 1954 Coll., on the pay ratios of employees of the state apparatus |
|---|---|
| Regulation Type | - |
| Author | - |
| Collection | Code of Laws |
| Date of Promulgation | 31.03.1954 |
|---|---|
| Effective from | 31.03.1954 |
| Effective until | - |
| Status | Valid |
The regulation text is for informational purposes only.
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