AGE Specific Contest 2026: requirements and deadlines for civil servants

Key data

Career civil servants of the General State Administration can apply for new job positions through the specific contest called by the Resolution of May 7, 2026 from the Under-Secretariat (BOE-A-2026-10824). This procedure, published on May 20, 2026, activates a provision process based on merit assessment that allows internal mobility within the AGE.

Unlike the general transfer contest, the specific contest incorporates the assessment of specific merits linked to the specific profile of each position, in addition to the usual general merits. This means that seniority alone is not enough: the fit to the position profile has direct weight in the final score.

What does this regulation establish?

The resolution calls a position provision procedure regulated by current public service regulations. The central elements of the call are as follows:

• Positions offered: The resolution determines the specific positions that are offered in this call, with their profiles and specific requirements.
• Participation requirements: Only career civil servants of the AGE who meet the conditions required for each specific position can compete.
• Scoring criteria: A scoring system is applied that weighs both specific merits (linked to the position profile) and general merits (training, seniority, previous assignments).
• Supporting documentation: Applicants must submit documentation that proves the merits claimed within the deadlines indicated in the call.
• Deadlines: The deadlines for submitting applications and documentation are set in the resolution published in the BOE.

This type of call is the ordinary mechanism for voluntary mobility for civil servants who wish to access positions with a specific profile, different from the general contest where the weight falls mainly on general merits.

Economic and operational impact

For AGE organizations with positions offered, this call has direct operational consequences:

• Filling vacancies: The positions included in the call can be filled with civil servants who prove the required profile, reducing dependence on service commissions or interim positions.
• Workforce planning: HR managers of affected organizations must anticipate personnel movements resulting from the resolution of this contest.
• Vacancy management: Positions that become vacant as a result of transfers generated by this contest must be managed by the originating organizations.

For the civil servant, the impact is the possibility of accessing a higher-level position, better location or greater alignment with their professional profile, with corresponding salary implications if the new position has a different level or specific allowance.

Who does it affect?

• Career civil servants of the AGE who wish to change positions and meet the requirements of the positions offered.
• Human Resources units of organizations with positions included in the call, responsible for managing the process and resulting vacancies.
• Under-Secretariats and calling bodies that must coordinate merit assessment and contest resolution.
• Civil servants on service commission in positions affected by the call, whose situation may be altered if the position is filled permanently.

This call does not affect temporary staff, interim or casual workers. The specific contest is an exclusive procedure for career civil servants.

Practical example

A career civil servant from the General Administrative Corps currently assigned to a ministry in Madrid wishes to apply for a position offered in another AGE organization that requires, as a specific merit, prior experience in managing public procurement files.

To participate, this civil servant must:

1. Verify that they meet the position requirements (group, corps, minimum assignment level) according to the call bases.
2. Gather documentation proving the specific merits claimed (certificates of services rendered, training courses related to public procurement, etc.).
3. Submit the application and supporting documentation within the deadline set in the resolution.
4. Await the scoring assessment, where specific merits linked to the position profile will have differentiated weight compared to general merits.

If selected, they will obtain the position permanently through resolution of the call, with the salary and administrative effects corresponding to the new assignment.

What should civil servants do now?

1. Check the positions offered in the full text of the Resolution of May 7, 2026 (BOE-A-2026-10824) to identify if there are positions that fit your profile and administrative situation.
2. Verify compliance with requirements for each position of interest: group, corps, scale, assignment level and any other specific requirement included in the call.
3. Prepare supporting documentation of the merits to be claimed, both specific and general, before the submission deadline expires.
4. Submit the application on time, following the procedure indicated in the call. Submission after the deadline results in automatic exclusion from the process.
5. HR Units: identify your own positions included in the call and plan the management of possible vacancies that may be generated as a result of transfers.

Official source

Notice: This article is for informational purposes only and does not constitute legal advice. For specific decisions, consult a qualified professional. Source: BOE-A-2026-10824