By now, in total desperation, the “Germaneto coalition” is progressively transforming into the coalition of gossip: the only thing left for a political jumble without any idea or proposal for the city, as is now evident to everyone.
In any case, for us every opportunity is useful to underline, as always, our contents and our idea of the city, in this case the personnel policies that we have implemented in these first 5 years and that we intend to continue to promote in the next 5 years.
Since the Stasi Administration took office, with the first reorganization plan of the municipal machine, approved by the council, the stabilization of the former LSU-Lpu temporary staff, among the first municipalities in Calabria, was immediately implemented. Subsequently, in line with the guidelines of that Plan, that of Corigliano-Rossano was one of the first municipalities to increase the hours of all staff, starting from stabilized staff: after a few months all part-time contracts, some after waiting ten-year contract, have been transformed into full-time contracts.
At the same time, in step with the hiring plan, the staff retraining process began, which has been awaited for many years for some groups, with horizontal and vertical progressions. A courageous choice by the Administration, especially that of vertical progressions, which responds both to the needs of the Institution which always needs more qualified figures, and to the legitimate aspirations of the staff themselves, intervening on a topic which in the past had been the subject of numerous disputes.
After the ordinary progressions, in agreement with the workers’ representatives, the Administration has allocated a percentage of the 2018 wage bill to finance the so-called “progressions in derogation”, allowing a further 39 employee units to have their professionalism recognised: these procedures are still in progress.
The rotation of staff, starting from the most delicate positions, was not only promised in the last electoral campaign, but was progressively applied across multiple sectors and multiple levels in compliance with the principles established by anti-corruption legislation. Precisely contrary to the model applied in the past and which – as if speaking in the mirror – one would like to attribute to the Administration, these were procedures which allowed the staff to be able to broaden their skills and face new challenges, but above all it allowed the organization to exploit all the resources at its disposal.
Certainly the paths initiated by the Administration, starting from rotations, have predictably not always been welcomed with leaps of joy, but the recognition of staff rights has been and will continue to be a necessary step to guarantee at the same time that each employee completes fully fulfilling their duty, because – as the Mayor often repeated during meetings with employees – municipal staff have an important role for our city and must consider themselves privileged because they work directly at the service of their community.
All these paths have been marked out, and finally publicly appreciated, by all the workers’ representatives and trade union organisations, as also demonstrated by the press notes relating to the signing of the Supplementary Decentralized Collective Agreement.
We thank you once again for giving us the opportunity to highlight the very profound, crystalline difference between the Stasi Administration and the past, also in terms of personnel policies and efficiency of the municipal machine: a path that is certainly not yet finished but which we will complete in the next five years.
THE COALITION FOR
FLAVIO STASI MAYOR
