Les grands principes

 

Il existe en France trois Fonctions Publiques.

 

  • la Fonction Publique d’État (2 398 700 fonctionnaires environ)

 

  • la Fonction Publique Territoriale (1 830 400 fonctionnaires environ)

 

  • la Fonction Publique Hospitalière (1 129 400 fonctionnaires environ)

 

 

Le Statut général des fonctionnaires est composé de quatre lois formant chacune l’un des titres de ce Statut :

Titre I : Loi n° 83-634 du 13 juillet 1983 portant droits et obligations des fonctionnaires (loi Le Pors).

Titre II : Loi n° 84-16 du 11 janvier 1984 portant dispositions statutaires relative à la fonction publique de l’État.

Titre III : Loi n° 84-53 du 26 janvier 1984 portant disposition statutaires relatives à la fonction publique territoriale.

Titre IV : Loi n° 86-33 du 9 janvier 1986 portant dispositions relatives à la fonction publique hospitalière.

Si les trois fonctions publiques sont soumises au Titre I du Statut, chacune est ensuite régie par des dispositions particulières, celles du Titre III pour la fonction publique territoriale.

 

La Fonction Publique Territoriale a été créée après la décentralisation pour réunir sous un même statut les agents des communes, des départements, des régions et aujourd’hui des établissements publics coopération intercommunale (EPCI). Ce statut permet aux fonctionnaires territoriaux d’effectuer leur carrière dans n’importe laquelle de ces collectivités locales. Contrairement à la Fonction Publique d’Etat, les lauréats d’un concours ne sont pas affectés à un poste proposé, mais ont la possibilité de rechercher un emploi sur tout le territoire national et, ainsi, de choisir leur employeur en fonction du poste proposé ou de sa situation géographique.

 

 

Organisation de la fonction publique territoriale

Le recrutement

Les règles d’avancement et de promotion

Les droits et les obligations des fonctionnaires

La cessation d’activité

 

 

Organisation de la Fonction publique territoriale

 

Afin d’organiser la grande diversité des métiers et des domaines de compétences requis pour le fonctionnement des collectivités, la fonction publique territoriale est composée de dix filières regroupant chacune les emplois d’une même famille, exactement des cadres d’emplois d’un même secteur d’activité.

 

Il existe actuellement 53 cadres d’emplois répartis dans les dix filières. [1]

 

♦ Chaque cadre d’emploi correspond à une catégorie dite de niveau hiérarchique :

 

Catégorie A : fonctions de direction et de conception

 

Catégorie B : fonctions d’encadrement intermédiaire et/ou d’application et de maîtrise

 

Catégorie C : fonctions d’exécution

 

♦ Chaque cadre d’emplois regroupe plusieurs grades exprimant la position hiérarchique du fonctionnaire dans son cadre d’emploi.

 

Chaque grade contient plusieurs échelons exprimant la position de l’agent à l’intérieur d’un même grade. C’est lui qui détermine la rémunération principale de l’agent grâce à l’indice majoré correspondant. L’avancement d’échelon se fait de manière régulière en fonction de durées fixées par les statuts particuliers. Le passage d’un échelon à un autre est la seule garantie statutaire d’évolution de rémunération de l’agent au cours de sa carrière.

 

EXEMPLE :

– La filière administrative regroupe cinq cadres d’emplois :

Administrateurs, Attachés, Secrétaires de mairies, Rédacteurs, Adjoints administratifs.

 

– Au sein de cette filière, le cadre d’emploi de Rédacteur correspond à la catégorie B.

 

Ce cadre d’emploi de Rédacteur comprend trois grades : Rédacteur principal 2ème classe – Rédacteur principal 1ère classe

 

– Le grade de Rédacteur est divisé en 13 échelons.

 

 UN PRINCIPE A RETENIR :

Le principe de séparation du grade et de l’emploi. (Art12 de la loi 83-624 du 13 juillet 1983 portant droits et obligations des fonctionnaires) en vertu duquel le grade est la propriété du fonctionnaire et l’emploi appartient à la collectivité. Un fonctionnaire peut changer de grade sans changer d’emploi et inversement, perdre son emploi sans changer de grade.

 

POUR RESUMER[2] :

OrganisationstatutairedelaFPT

 

Le Recrutement

Dans les communes, les conseils municipaux créent par délibération les emplois territoriaux nécessaires au fonctionnement des services. Le maire procède ensuite par arrêté à la nomination des fonctionnaires dans le cadre des dispositions statutaires.

 

  1. Le principe du recrutement par concours

Conformément à l’article 16 de la loi du 13 janvier 1983, les fonctionnaires sont recrutés par concours sauf dérogations expressément prévues par loi (notamment contractuels, cf chapitre Questions particulières). Depuis les lois du 3 janvier 2001 et du 19 février 2007 (article 31), il existe :

 

  • des concours externes, sur titres ou sur épreuves, ouverts aux candidats justifiant de certains diplômes.
  • des concours internes, ouverts aux fonctionnaires et agents publics ayant accomplis une certaine durée de services publics.
  • des « troisièmes concours », ouverts aux candidats justifiant pendant une durée indéterminée de l’exercice d’une ou plusieurs activités professionnelle, associatives ou d’un ou plusieurs mandats.

 

Les concours sont organisés par le CNFPT (cnfpt.fr) et les centres de gestion départementaux (fncdg.com) à partir des déclarations de création ou de vacances de postes.

Les personnes reçues au concours sont inscrites sur une liste d’aptitude dont la validité est nationale. Les collectivités ont toute latitude pour recruter les personnes de leur choix sur la liste d’aptitude.

Toute nomination doit être précédée d’une déclaration de création ou de vacance de poste par la collectivité au centre de gestion du département qui en assure la publicité.

Le fonctionnaire est intégré dans un cadre d’emplois lui donnant vocation à occuper un ensemble de fonctions.

Au cours de sa carrière, l’agent est amené à évoluer : les règles d’avancement en vigueur lui donnent accès aux échelons, grades ou cadres d’emplois supérieurs.

 

  1. La période de stage

Le fonctionnaire recruté est nommé sur un grade. Avant d’être titulaire de son grade, et donc d’être titularisé pour devenir fonctionnaire titulaire, il doit effectuer un stage.

La durée du stage dépend du cadre d’emploi, elle est en générale d’un an.

A l’issue de la période, trois situations sont possibles :

  • le stage a été concluant, le stagiaire est titularisé.
  • Le stage a été peu concluant, le stage est prorogé après l’avis de la Commission administrative paritaire.[3]
  • Le stage n’a pas été concluant, l’agent est radié des cadres d’emploi de la fonction publique sauf s’il était déjà titulaire dans un autre cadre d’emploi au sein duquel il est alors réintégré.

 

Les règles d’avancement et de promotion

  1. Les règles d’avancement

Les règles d’avancement permettent au fonctionnaire d’évoluer au sein de son cadre d’emplois. Celui-ci est d’ailleurs organisé en grade initial et en grade(s) d’avancement.

Elles comprennent l’avancement d’échelon et l’avancement de grade ou de classe.

L’avancement d’échelon

L’avancement d’échelon a lieu de façon continue d’un échelon à l’échelon immédiatement supérieur, en fonction de l’ancienneté.

L’autorité territoriale peut prononcer un avancement à l’ancienneté maximale qui est de droit. Le statut particulier de chaque corps ou cadre d’emplois prévoit la durée de services nécessaire pour passer d’un échelon à l’échelon supérieur. Par exemple, 1 an pour passer du 1er au deuxième échelon dans le grade d’attaché d’administration (filière administrative). Il se traduit par une augmentation de traitement sans changement d’emploi.

L’avancement à l’ancienneté minimale (avant la durée de service nécessaire pour changer d’échelon) ou à un délai intermédiaire (au cours d’une période précédent le délai maximale – par ex entre 8 mois et 2ans avant le changement d’échelon) est fonction de la valeur professionnelle de l’agent.

 

L’avancement de grade

L’avancement de grade ou de classe se fait au choix, par voie d’examen professionnel ou par concours professionnel.

Il permet l’accès de l’agent au grade immédiatement supérieur de son cadre d’emplois. De fait, il se traduit par une augmentation de traitement et l’accès à un emploi hiérarchiquement supérieur.

L’avancement de classe

Le fonctionnaire reste dans le même grade, à vocation à exercer le même niveau de fonction mais il bénéficie d’une augmentation de la rémunération.

Deux conditions sont exigées :

  • une vacance doit exister dans le grade ou la classe de niveau supérieur,
  • le fonctionnaire doit remplir les conditions de service effectif fixées par le statut particulier.

La collectivité fixe par délibération  un « ratio » d’avancement (de grade ou de classe) qui détermine un nombre maximal d’agents promus par rapport aux agents promouvables.

 

  1. Les règles de promotion interne

La promotion interne permet aux fonctionnaires de certains cadres d’emploi d’accéder au cadre d’emplois supérieur.

Elle comporte deux modalités :

  • L’avancement au choix, par voie d’inscription sur une liste d’aptitude où les agents sont inscrits par appréciation de la valeur professionnelle et de l’acquis de l’expérience professionnelle
  • L’examen professionnel. Le tableau d’avancement est établi en fonction de l’appréciation de la valeur professionnelle des agents mais aussi en fonction des résultats obtenus à cet examen. La consultation de la Commission administrative paritaire n’est pas obligatoire dans ce cas.

 

 

Les droits et obligations des fonctionnaires

Les droits et obligations des fonctionnaires figurent dans la loi n° 83-634 du 13 juillet 1983, applicable aux trois fonctions publiques, ainsi qu’aux agents contractuels  – à l’exception du droit à la carrière, réservé aux fonctionnaires titulaires.

  1. Les droits

Ils s’analysent comme des garanties statutaires fondamentales reconnues aux fonctionnaires et agents contractuels et résultant pour l’essentiel de la Déclaration des droits de l’homme et du citoyen de 1789 consacrée par l’article 5 du Préambule de la Constitution de 1946.

  • Les droits relatifs aux libertés publiques

La liberté d’opinion (ou de conscience) et le principe de non discrimination

Ils correspondent aux garanties de ne pas être inquiété pour ses opinions politiques ou religieuses et à l’interdiction de toute distinction autre que celle résultant de la capacité, de la vertu et des talents pour l’accès aux emplois publics. Aucune distinction ne peut ainsi intervenir entre les fonctionnaires (ou agents contractuels) en raison de leur sexe, leurs opinions politiques, syndicales, philosophiques ou religieuses, de leur origine, de leur orientation sexuelle, de leur âge, de leur patronyme, de leur état de santé, de leur apparence physique, de leur handicap ou de leur appartenance ou non, vraie ou supposée, à une ethnie ou une race (articles 6 et 6 bis de la loi du 13 juillet 1983, précitée). Des conditions physiques ou liées à l’âge peuvent toutefois exister en raison de la nature des postes et des exigences qui y sont attachées.

Au nom de cette liberté d’opinion les agents publics, disposent du droit de vote et de celui d’être candidats aux élections politiques, sous réserves des dispositions du code électoral, relatives aux incompatibilités et inéligibilités. 

L’exercice de la liberté d’opinion doit s’accomplir dans le respect de l’obligation de neutralité et du principe de laïcité, qui est rappelé dans la charte de la laïcité dans les services publics (circulaire du 13 avril 2007).

 

La liberté syndicale

Principe constitutionnel, il garantie la liberté de constituer des organisations syndicales et la non-discrimination à l’égard des syndiqués ou des non syndiqués. Les organisations syndicales ont qualité pour participer, avec les représentants du gouvernement et des employeurs publics, à des négociations nationales sur l’évolution des rémunérations et du pouvoir d’achat (article 8 bis de la loi du 13 juillet 1983).

Elles ont qualité pour participer à tout niveau, avec les autorités compétentes, à des négociations portant sur :
– les conditions et l’organisation du travail, et le télétravail ;
– le déroulement des carrières et la promotion professionnelle ;
– la formation professionnelle et continue ;
– l’action sociale et la protection sociale complémentaire ;
– l’hygiène, la sécurité et la santé au travail ;
– l’insertion professionnelle des personnes handicapées ;
– l’égalité professionnelle entre les hommes et les femmes.

 

Le droit de grève

Aux termes de l’article 10 de la loi du 13 juillet 1983 « les fonctionnaires exercent le droit de grève dans le cadre des lois qui le réglementent. » Il doit être concilié avec certaines exigences liées au principe de continuité du service public.

Pour aller plus loin : https://www.service-public.fr/particuliers/vosdroits/F499

 

  • Les droits sociaux

Avec le droit à rémunération garantie par l’article 20 de la loi de 1983, les fonctionnaires disposent d’un certain nombre de droits sociaux qui regroupent :

Congés pour raisons familiales

Congés propres aux agents non titulaires

Congé spécifique aux fonctionnaires stagiaires

Autorisations d’absence concernant la famille

 

Pour aller plus loin : http://www.collectivites-locales.gouv.fr/droit-a-remuneration-et-droits-sociaux.

Ils disposent également de droits liés à la protection sociale et à la retraite, à l’hygiène et à la sécurité au travail : http://www.collectivites-locales.gouv.fr/protection-sociale-et-retraite-hygiene-et-securite-au-travail

 

  • Les droits attachés à l’exercice des fonctions : la protection juridique

Avec le droit aux congés annuels et le droit à la formation, les fonctionnaires agents contractuels disposent d’un droit à la protection juridique par l’employeur territorial. En application de l’article 11 de la loi de 1983 « les fonctionnaires bénéficient, à l’occasion de leurs fonctions et conformément aux règles fixées par le code pénal et les lois spéciales, d’une protection organisée par la collectivité publique qui les emploie à la date des faits en cause ou des faits ayant été imputés de façon diffamatoire au fonctionnaire. »

En vertu de cette garantie, la collectivité publique est tenue de protéger les fonctionnaires et les agents contractuels :

  • contre les menaces, violences, voies de fait, injures, diffamations ou outrages dont ils pourraient être victimes dans l’exercice de leurs fonctions et réparer le préjudice qui en résulte.
  • en cas de poursuites pour une faute de service, dans la mesure où une faute personnelle n’est pas détachable du service. La collectivité doit couvrir les condamnations civiles prononcées contre l’agent.

 

  1. Les obligations

Le principe de continuité du service public, et les autres principes qui l’organisent, tels l’adaptation, la neutralité ou l’accessibilité imposent des obligations communes à tous les agents publics dans l’exercice ou en dehors de leur fonction. Déterminées au chapitre IV de la loi du 13 juillet 1983, elles tendent à garantir la satisfaction de l’intérêt du service, et partant, de l’intérêt général.

 

Le principe d’interdiction de cumul d’activité

L’article 25 de la loi précitée précise que les fonctionnaires consacrent « l’intégralité de leur activité professionnelle aux tâches qui leur sont confiées. » Cette règle vise à préserver l’indépendance des fonctionnaires et du service public.

Il en découle un principe d’interdiction de cumul d’activités, notamment d’une activité publique avec une activité privée, ou de « prendre par eux-mêmes ou par personnes interposées des intérêts de nature à compromettre leur indépendance. »

Des dérogations sont toutefois possibles. Cf chapitre Questions particulières.

 

L’obligation de discrétion et de secret professionnel dans certains cas

En vertu de l’article 26 de la loi « les fonctionnaires sont tenus au secret professionnel dans le cadre des règles instituées dans le code pénal.

Les fonctionnaires doivent faire preuve de discrétion professionnelle pour tous les faits, informations ou documents dont ils ont connaissance dans l’exercice ou à l’occasion de l’exercice de leurs fonctions. »

 

L’obligation d’information (article 27)

Depuis la loi du 17 juillet 1978 relative à l’accès aux documents administratifs, les fonctionnaires ont le devoir de satisfaire aux demandes d’information du public, dans le respect toutefois des exigences mentionnées à l’article 26 de la loi de 1983, c’est à dire essentiellement de leur obligation de réserve.

 

Le principe d’obéissance hiérarchique

En application de l’article 28 de la loi de 1983, le fonctionnaire « doit se conformer aux instructions de son supérieur hiérarchique, sauf dans le cas où l’ordre donné est manifestement illégal et de nature à compromettre gravement un intérêt public. »

Il en résulte qu’un agent ne peut exercer un recours contre les mesures d’organisation du service ou les instructions du supérieur hiérarchique sauf si ces dernières portent atteinte aux droits statutaires, et aux lois en général.

 

La responsabilité de ses actes

Aux termes des articles 28, 29 et 30 de la loi de 1983 un fonctionnaire est responsable de ses actes, il ne peut être dégagé d’aucune des responsabilités qui lui incombent par la responsabilité propre de ses subordonnés.

Toute faute commise dans l’exercice ou à l’occasion de l’exercice de ses fonctions l’expose à une sanction disciplinaire sans préjudice, le cas échéant, des peines prévues par la loi pénale. En cas de faute grave, qu’il s’agisse d’un manquement à ses obligations professionnelles ou d’une infraction de droit commun, le fonctionnaire peut être suspendu par l’autorité ayant pouvoir disciplinaire. Dans les cas mentionnés à l’article 30 al. 2 peut même subir une retenue sur sa rémunération.

 

La cessation d’activité

La cessation d’activité intervient de cinq façons différentes :

– Démission

– Licenciement

– Révocation

– Abandon de poste

– Retraite

Les conditions de la démission sont fixées par l’article 96 de la loi du 26 janvier 1984 qui prévoit notamment son caractère irrévocable après acceptation par l’autorité investie du pouvoir de nomination.

La révocation est une sanction disciplinaire intervenant à la suite d’une faute commise par l’agent. L’autorité territoriale qui prononce une telle sanction doit préalablement consulter la Commission administrative paritaire siégeant en conseil de discipline. L’intéressé doit, avant la réunion du conseil de discipline, pouvoir prendre connaissance de son dossier individuel et du rapport disciplinaire. Une allocation de retour à l’emploi est possible dans les conditions prévues par l’article L5422-1 du Code du travail.

A noter que lorsqu’un agent est déchu de ses droits civiques et que la condamnation figure dans son casier judiciaire, il est d’office rayé des cadres par son administration, sans procédure disciplinaire préalable. Dans les mêmes conditions, la perte de la nationalité française et l’interdiction judiciaire d’exercer un emploi public entraînent également la cessation des fonctions.

L’abandon de poste est constitué lorsqu’un agent s’absente de façon prolongée et non justifiée de son service, lorsqu’il ne rejoint pas le poste qui lui a été assigné, ou à l’issue d’une disponibilité, quand il ne sollicite ni le renouvellement de celle-ci ni sa réintégration.

Le licenciement d’un fonctionnaire est possible, notamment en cas d’insuffisance professionnelle, inaptitude physique ou motif disciplinaire. L’article 93 de la loi du 26 janvier 1984 dispose que : « le licenciement pour insuffisance professionnelle est prononcé après observation de la procédure prévue en matière disciplinaire. Le fonctionnaire licencié pour insuffisance professionnelle peut recevoir une indemnité dans des conditions qui sont fixées par décret. »

 

La retraite

Un fonctionnaire est admis à bénéficier de la retraite à partir de 60 ans quand il est né avant le 1er juillet 1951.

 

Pour une information précise et complète se reporter à : http://www.info-retraite.fr/la-retraite-des-fonctionnaires-territoriaux-et-hospitaliers-cnracl

 

L’âge est :
– progressivement relevé à raison de 4 mois par génération, dans la limite de 62 ans, pour les fonctionnaires nés entre le 1er juillet 1951 et le 31 décembre 1955.

– fixé à 62 ans pour les fonctionnaires nés à compter du 1er janvier 1956.

Les fonctionnaires nés avant le 1er juillet 1956 qui ont accompli au moins 15 ans de services dans des emplois classés dans la catégorie active peuvent cependant bénéficier de leur pension à partir de 55 ans.

Cet âge de 55 ans va également progresser à raison de 4 mois par génération, dans la limite de 57 ans, pour les fonctionnaires nés entre le 1er juillet 1956 et le 31 décembre 1960. Il est fixé à 57 ans pour les fonctionnaires nés à compter du 1er janvier 1961.

 

 

[1] Pour le détail des filières et de leurs cadres d’emplois http://www.collectivites-locales.gouv.fr/filieres-et-cadres-demplois

[2] Source wikiterritorial.cnfpt.fr

[3] Instance de représentation des agents de la fonction publique au sein de chaque collectivité. Elle chargée de se prononcer sur des décisions qui ont un effet sur les carrières individuelles.

 

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