The Human Resources Department of the Guía de Gran Canaria City Council, led by Julián Melián, has completed the regularization of the job complement for 32 municipal employees. This measure resolves a pending salary situation and will be effective in the August payroll, including amounts for new salary levels and back pay generated between January 1, 2025, and July 31, 2026.
The action benefits 17 members of the Local Police, 14 administrative assistants, and one sociocultural animator. Starting in August, the new job complement levels will be permanently incorporated into their payrolls.
“"There was a situation that had been waiting for a response for too long, and our obligation was to resolve it. It wasn't just about processing a file, but about reviewing each situation, calculating what corresponded to each worker, and ensuring that these rights finally had an effective reflection in the payroll."
The process required an individualized review of the 32 cases, covering up to 19 months of payroll in some instances and verifying both ordinary monthly payments and extraordinary payments, due to the specific circumstances of each employee that prevented a uniform calculation.
Specifically, administrative assistants will move from level 14 to 16 in 2025 and to 18 in 2026. The sociocultural animator will advance from level 15 to 18 in both years. For the Local Police, the general progression involves moving from level 14 to 18 in 2025 and from 18 to 19 in 2026, in addition to specific adjustments based on each position's previously assigned level.
Next Goal: The Entire Staff
Melián indicated that this resolution is one of the first outcomes of the municipal Human Resources reorganization process. The Department is working on the progressive regularization of the entire staff's pay, particularly addressing a dual salary table that creates pay disparities the City Council deems necessary to correct.
Melián indicated that this resolution is one of the first outcomes of the municipal Human Resources reorganization process. The Department is working on the progressive regularization of the entire staff's pay, particularly addressing a dual salary table that creates pay disparities the City Council deems necessary to correct.
“We don't want to limit ourselves to solving problems one by one as they arise or when the City Council is sued. We need to organize the personnel structure and also address the imbalances that have accumulated over the years,” explained Melián. The Human Resources area is also working on regularizing complements for civil servants, aiming for a pay structure consistent with the characteristics and responsibilities of each role.
The municipal official emphasized that pending issues can be resolved with decisive action and necessary technical work, and that they will now proceed with the rest of the staff. "A strong City Council cannot exist if we do not also take care of those who work in it," he stated.
Melián stressed that Human Resources policy should directly impact both employee conditions and the quality of municipal services. "We cannot ask our employees to work every day to improve public services while simultaneously maintaining situations that affect their rights for years. A City Council must be demanding in its management, but also fair to its workers," he noted.
Recognition was given to the work of the Human Resources technicians and employees who individually reviewed cases, coordinated administrative situations, processed settlements, and updated payroll system data. "This part of the work is not always visible, but it is what allows an administrative decision to truly reach the employee," he added.
The Department will continue organizing the staff and analyzing pending salary situations to correct imbalances and move towards a more orderly and transparent personnel structure. "This doesn't end with a paycheck. It starts with it. We have resolved a situation that was pending for too long, and now we must continue doing the same with what still remains to be solved," concluded Julián Melián.
