Summary

Regulation of the remuneration of public servants is aimed at the creation of a unitary remuneration system in the public service. Labour legislation grants employees minimum guarantees which, by agreement of the parties, may be extended whereas, in the public service, establishment of maximum restrictions is the aim. In recent years, there is a tendency in advanced countries to divert from the principle under which the remuneration of public servants is regulated by law: remuneration is often determined by agreement. An analysis of the Estonian legislation also shows that the principle of agreement may be used in the determination of the remuneration of public servants. This, however, has recently given rise to heated discussions.
The author focuses on different ways of evaluating the effectiveness of the work of public servants. The author also addresses the issue of confidentiality of remuneration.