The Valencia City Council has given the green light to a Public Employment Offer with 376 positions The proposal, which aims to attract new employees by 2026, positions the city as one of the most attractive destinations for those seeking permanent positions in local government. The proposal was unanimously approved by the General Negotiation Committee and represents one of the most extensive municipal recruitment processes in recent years.
Of the total offered, 256 positions will be filled through open competition through opposition, while the The remaining 120 are reserved for internal promotion. of municipal staff. The offer has been designed in accordance with the legal limit set by the state replacement rate, while also seeking to reduce temporary employment and strengthen key areas such as citizen security, emergencies and social services.
How the 376 positions in the Valencia City Council's Public Employment Offer are distributed
The new public employment offer from the Valencia City Council includes a total of 376 public sector jobsOf these, 256 are open to all applicants, meaning that people who are not currently part of the municipal staff can apply, provided they meet the requirements of the call for applications. The other 120 will be allocated to internal promotion processes, focused on the civil servants and permanent employees who already provide services in the council.
This number of places corresponds to maximum allowed by the replacement rate of personnel approved by the Spanish Government. This mechanism links the number of new hires to the departures from the previous yearāmainly retirementsāso that even if there are more actual personnel needs, Not all of them can become new oppositions. within the same exercise.
In addition to this regular offer, the City Council has included a additional provision for 168 positions currently occupied by temporary staff These will be channeled through stabilization processes. These processes are separate from the replacement rate and aim to provide stability to structural positions, in line with state regulations on reducing temporary employment.
Local Police and Firefighters: the most sought-after positions
One of the strongest blocks of the public offering is that of citizen security and emergencieswhich in some cases includes processes related to technical and inspection personnel such as those of employment and social security sub-inspectorsThe Local Police are once again the main focus, with figures that vary according to previous documents but which position this force as the most reinforced within the City Council. The final offer highlights: at least 70 open positions for Local Police officers, to which are added Another 30 for internal promotion and vacancies in higher ranks such as officers, inspectors, superintendents or chief commissioners.
In broader versions of the municipal proposal, the reinforcement of the Local Police has been suggested with around 100 new positions for agentsThese would be in addition to the 257 officers incorporated in the last two years. In any case, the underlying message is clear: the city council wants significantly increase the police force to improve presence in neighborhoods, traffic control and response to daily incidents.
In the area of āāEmergency Services, the Public Employment Offer (OEP) includes a significant reinforcement for the fire service. The following are planned: 20 to 30 firefighter positions available through open competition, Together with 10 additional places through internal promotionwhich are in addition to the competitive examinations already underway in the force, where around 92 places in different processesThis combination of new calls for applications and ongoing processes seeks to rejuvenate the workforce and correct the staff shortage accumulated over the years.
Alongside these bodies, the OEP also includes positions in other security ranks and intermediate management roles, such as Local Police officers and inspectorsso that the expansion is not limited to street agents, but rather the entire organizational structure of the force is reinforced.
Strengthening of Social Services and technical and administrative profiles
Beyond security, the Public Employment Offer focuses on Social Services and Citizen Servicesareas that have seen increased demand in recent years. The proposal includes the incorporation of at least 15 technicians to reinforce municipal Social Services, a figure that in some forecasts is specified as 9 social work positions, 5 social integration positions and other mid-level support profiles.
The objective of these additions is improve the City Council's capacity to respond to situations of vulnerabilitydependency or social exclusion, as well as strengthening the teams that manage aid, community resources and support programs for families and groups with specific needs.
In the technical and administrative field, the OEP includes a good number of positions in general administration technicians and administrative staffAmong the most notable figures are 26 General Administration Technician positions y 18 administrative positions, along with a wide range of qualified profiles for different municipal services.
These specialized profiles include doctors, industrial engineers, architects, economists, computer scientists, and veterinariansas well as positions related to civil engineering, telecommunications, and various technical engineering fields. This technical reinforcement aims to modernize internal management, promote public works projects, improve urban planning, optimize information systems, and strengthen health and veterinary controls in the city.
Open competition, internal promotion and stabilization processes
One of the key aspects of these competitive examinations is the balance between open positions and internal promotionThe 256 open positions will allow any applicant who meets the specific requirements to apply, without needing to already be part of the Valencia City Council staff. This opens the door to opponents starting from scratch professionals with experience in the private sector who want to make the leap to local public service.
120 internal promotion positions These positions are reserved for permanent civil servants or employees already working for the city council who wish to be promoted or change ranks. In departments such as the Local Police, internal promotion will be particularly visible, with positions for officers, inspectors, superintendents and other leadership positions which will allow for the continued development of a more solid structure in middle management.
In addition to this standard offer, there is a specific provision for 168 positions filled by temporary staff who will be integrated into stabilization processes. These processes stem from state regulations that require a drastic reduction in temporary employment in public administrations, and aim to Structural positions should not remain filled for years by temporary contracts..
Overall, the combination of open competition, internal promotion, and stabilization makes this public employment offer particularly relevant for three profiles: candidates seeking their first permanent position, public employees aspiring to promotion, and temporary staff wanting to consolidate their position within the City Council.
What are the competitive examinations like at the Valencia City Council?
The calls for proposals from the Valencia City Council are, as a general rule, carried out through the opposition systemand to a lesser extent through competitive examinations when it comes to stabilization or other specific processes. In most open-competition categories, the The final grade depends almost exclusively on the exercises performed., without a merit-based phase for those who are no longer staff members of the company.
Depending on the category, the exercises usually include multiple-choice tests on the syllabusPractical scenarios related to the job duties and, in some cases, development exercises or computer skills tests. In bodies such as the Local Police and Firefighters, these are added. physical tests, psychometric tests, and medical tests, in addition to the usual background check and qualification and driving license requirements.
This purely competitive format requires that preparation focus on Master the syllabus thoroughly, practice many tests, and work on practical scenarios. From the beginning. Experience from previous calls for applications shows that a significant number of applicants are left out because they don't plan their study time well or because they underestimate the physical tests required for security forces.
In the administrative and technical categories, the demands are also remarkable. Broad syllabi, state, regional, and local legislation, and a significant amount of sector-specific regulations require... organize the study in the medium and long termFor those applying for A1 or A2 level positions (senior technicians, architects, engineers, doctors, etc.), the competition is usually less than in mass categories, but the level of the candidates is usually high.
Requirements, deadlines and procedures for registration
Although the specific requirements are detailed in each call for applications, in the open positions General conditions such as Spanish nationality (or similar cases in certain categories) are usually required. minimum age 18 yearsnot having been dismissed from any Public Administration through disciplinary proceedings, not being disqualified, and academic qualification adapted to the group of the position (ESO, Bachillerato, FP, Grado or equivalent). It is important to always review the official requirements, as in the case of the appeal against Catalan in Valencian competitive examinationswhich may condition requirements and evaluation criteria.
In the case of Local Police, Valencian regional regulations traditionally establish specific requirements such as Minimum qualification of High School Diploma or equivalentDriving licenses B and A2, certain physical requirements, and no criminal record are required. It is important to always check the official requirements, as courts and regulatory changes may modify issues such as minimum height or other formal aspects.
The registration deadlines They are usually counted from the publication of the extract of the call in the BOE and, generally, are located in 20 working daysexcluding Saturdays, Sundays, and public holidays. This detail often causes confusion, because many applicants calculate the deadline in calendar days and arrive late. It is therefore advisable to Note the exact start and end dates of the deadline as indicated in the official announcement itself. In addition, it is helpful to consult other sources. calls for candidates to compare timeframes and procedures.
Applications are generally submitted through the electronic headquarters of the Valencia City Councilusing a digital certificate, the Cl@ve system, or an electronic ID card. The most common procedure is to fill out the application form, pay the examination feeāwhich is usually between 30 and 60 euros depending on the category, with discounts for the long-term unemployed and large familiesāand Keep the payment receipt, since without it the application may be declared invalid.
The most frequent errors in this phase are pay the fee late, incorrectly mark the shift (free, mobility, internal promotion), upload documents in unsupported formats (e.g., JPG photos instead of PDF) or use expired digital certificatesIf the applicant detects the error within the registration period, they can usually submit a new application; if they notice it later, there is usually no option to correct it and they will have to wait for the next call for applications.
An opportunity to stabilize and rejuvenate the municipal workforce
The number of parking spaces now being offered by the Valencia City Council is not a coincidence. For years, the low replacement rate The system applicable in local government meant that only a portion of retirements and leaves of absence could be covered, which led to aging staff and work overload in areas such as Local Police, Firefighters, urban maintenance or social services.
With the improved budgetary situation and the approval of state regulations for reduce temporary employment in the public sectorLocal councils have been regaining their ability to attract applicants. In this context, the Valencia City Council's Public Employment Offer (OEP) for 2026 stands out as one of the largest in recent years, both in terms of the number of new admission places as well as the stabilization package for temporary staff. Unions such as UGT requests in Valencia They have demanded that more positions be created in sectors such as education.
Municipal authorities insist that the main objective is Strengthening essential services for citizensThis includes areas such as security, emergency services, and social care, but also improving internal management by hiring technical, administrative, and specialized staff. At the same time, the aim is to significantly reduce the percentage of temporary employment, as mandated by European and national regulations.
From the applicant's point of view, this offer represents a relevant window of opportunity to obtain a permanent position at the Valencia City Council. There are categories, especially technical and highly specialized ones, where the number of applicants is usually lower than expected, which can translate into a greater chance of obtaining a position for those who arrive well prepared.
Overall, the new public employment offer of 376 positions transforms the City of Valencia competitive examinations are one of the key events on the public employment calendar. In the Valencian Community, the city council is preparing to renew and consolidate its workforce, while opening up a wide range of opportunities for those seeking job stability in the local public sector. This includes strengthening the Local Police and Fire Department, expanding Social Services, adding technical and administrative staff, and implementing stabilization processes.
