The lack of staff in the General State Administration (AGE) in Tarragona is a significant concern, with 27.7% of positions unfilled. According to a report by the Comisiones Obreras (CCOO) union, based on data from the Transparency Portal from last May, there are 354 vacancies out of a total of 1,278 jobs. This figure could be even higher, as some positions are listed as filled but are occupied by personnel on temporary assignments or different roles.
The services most affected by the staff shortage are those with high public demand. The DNI and passport processing units operate with 44.2% of positions vacant, the Provincial Traffic Headquarters (DGT) has 42.4% vacant, and the State Public Employment Service (SEPE) has 31% empty posts. This translates into longer waiting times for appointments and essential procedures.
The situation for contract staff is even more severe, with 73 out of 163 positions vacant (44.8%). At the SEPE, for instance, seven out of thirteen positions remain unfilled.
The study, led by Bárbara Primo, head of AGE in Lleida and Tarragona, points to the so-called 'trampoline effect'. Traditionally, there is little culture of preparing for AGE civil service exams in Catalonia, leading many positions in Tarragona to be filled by candidates from other autonomous communities who prefer to take exams for the Generalitat or local administrations. Furthermore, the profile of the candidate has changed: they are now individuals aged between 40 and 45, with established families, seeking to return home once they secure a position.
Tarragona becomes a costly 'training academy'. Staff arrive, receive training in complex regulations such as immigration law, and then leave once they have gained the necessary experience. The primary difficulty in settling down is economic: an administrative assistant earns a net monthly salary of around 1,050 euros, an insufficient amount given the cost of rent in the city. This has led some newly appointed workers to decline their positions.
A study by Supera Oposiciones indicates that 46.6% of civil servants in Catalonia have rejected transfers or promotions due to the housing crisis. For 69.9% of sector workers, the possibility of escaping the residential pressure of large metropolitan areas and returning to their place of origin is a decisive factor in choosing a destination. The union criticizes that the centralized system of salaries ignores the disparity in living costs, draining talent from Tarragona.
Permanent staff in the province suffer from chronic strain due to covering vacant positions and constantly training new colleagues who are expected to leave. This generates demotivation and a sense of being unable to provide quality service. Displaced staff also experience stress and anxiety from living far from their families.
CCOO demands an urgent action plan, proposing that Tarragona be recognized as a territory of 'difficult coverage' with specific salary supplements, and advocating for the regionalization of entrance exams to ensure positions are filled by local residents willing to stay.
The Government's Deputy Delegate, Elisabet Romero, acknowledges the importance of well-staffed public administration in Tarragona and states that work is being done towards this. She highlights that 2026 marks the sixth consecutive year of public employment offers with net job creation, exceeding 37,000 positions nationwide, with 27,232 specifically for the AGE. She encourages aspiring candidates to consider Tarragona as a destination, emphasizing its stability and career prospects.
