According to the presentation, the number of administrative positions across government agencies has been reduced from 73,000 in 2016 to 54,000 in recent years. However, the current remuneration system continues to suffer from significant imbalances.
At present, the base salary accounts for no more than 15% of a civil servant's total pay package. As much as 70% of payroll funds are distributed through various allowances, bonuses and incentive payments that are not directly linked to employees' actual performance.
As a result, considerable pay disparities have emerged among employees holding the same positions and performing similar duties. The presentation also noted that staff at regional branches of certain ministries and government agencies receive higher salaries than officials in equivalent positions at regional, district and city administrations, contrary to the principle of equal treatment.
Another issue highlighted was the absence of a single legal framework governing remuneration. Instead, more than 50 separate regulatory acts currently define salary conditions across different state institutions.
To address these shortcomings, the government has proposed introducing a unified remuneration system that is transparent and based on measurable performance.
The reform would apply to approximately 54,000 civil servants. Government bodies would be classified into national, republican, regional, district and city levels, while employees would be grouped according to their functions into administrative management, core operational and support categories.
Based on international practice, the proposal envisages a new salary scale consisting of 11 grades and six career levels. More than 10 different allowances and bonus payments would be replaced by three main performance incentives.
One of these incentives would reward employees based on qualifications, the fulfilment of functional responsibilities, discipline, initiative and key performance indicators (KPIs). In addition, bonus payments would be awarded at the end of reporting periods to employees who successfully complete important or complex tasks, introduce innovative approaches or achieve outstanding results.
The proposals also stipulate that salaries of employees at regional branches of ministries and agencies must not exceed those of officials in equivalent positions at the respective local administrations. Salary levels and staffing numbers for district and city authorities would take into account population size and the specific characteristics of each locality.
Officials say the new system will allow every civil servant to clearly understand how their salary is calculated and what results are required to qualify for additional payments or bonuses, thereby encouraging greater efficiency, initiative and accountability.
Mirziyoyev stressed the importance of ensuring fairness and transparency in the remuneration system by linking salaries more closely to employees' qualifications, responsibilities and achieved results.
The president also instructed that bonus payments should be based on clear criteria, including employees' ability to adopt advanced information technologies such as artificial intelligence, acquire modern knowledge and skills, and continuously improve their professional qualifications.
