Frequently asked questions about 40-hour working week
What agreements have been made to relieve the workload? View all frequently asked questions below.
What has been agreed with regard to the workload?
De AOb, other unions and the PO Council agree that the workload must be controlled. It is central to this that the influence on and the responsibility of the employee for managing the workload must be increased. The balance between tasks, available time and perceived work pressure must become visible. This has been one of the reasons for switching to a 40-hour working week. The maximum annual duty is still 1659 hours.
A choice between two models has been included for workload management. These are the basic model and the consultation model. Regardless of which model the school chooses, there are some agreements that apply to all schools.
Agreements that apply to all schools
What is the advantage of a 40-hour working week compared to the standard annual task?
The 40-hour working week makes it more visible which activities have to be done in a week and therefore also when there is overtime.
Agreements have been made that overtime must be compensated. This forces school leaders to make a good annual plan and to agree with each employee what is expected of him or her.
The 40-hour working week also provides insight into whether there may be too many tasks on the school board. When overtime is too frequent, the team has to talk and decide which tasks actually belong to the school, which tasks can be transferred to the parents and which tasks are to be dropped.
What is my working time factor?
The maximum working time per year remains 1659 hours. The current system of the annual task will be converted to a 40-hour working week. The employee who works 40 hours a week has a working time factor of 1.
Do I get an appointment in hours per week?
The working hours are converted into an appointment in hours per week. While retaining the current working time factor, this results in an appointment in hours and minutes for current staff.
How do I calculate my appointment per week?
The working time can be converted into an appointment per week in hours (and minutes) using the following formula: Current working time factor x 40 hours = working time in hours and minutes per week.
How is the working time factor determined for a vacancy space or a change in the size of the appointment?
The following formula determines the working time factor for new vacancies or a change in the size of the appointment:
Working time per week in hours / 40 hours = working time factor.
The minimum employment size for new appointments is 8 hours: 0,2 FTE.
What has been agreed with regard to overtime?
If a full-time teacher works more than 40 hours per week on an occasional basis and on behalf of the employer, this is considered overtime. This is compensated in the same period between two school holidays or during that school holiday. The hours that fall during the holiday are then not holiday hours but compensation for overtime. These hours are therefore not deducted from the holiday leave. Lesson time is compensated in lesson time (for lesson-related and treatment tasks analogous) unless otherwise agreed.
Only if compensation in time is not possible, a decision can be made to pay out in consultation between employer and employee. Nothing will change in the existing overtime scheme for support staff.
All previous topics apply to all schools. Below the differences between the basic model and the consultation model, from which schools can choose.
Choice 1: The basic model
What is the basic model?
The basic model assumes a maximum of 930 hours per year for teaching hours or lesson-related and / or treatment tasks.
What has been agreed about the division of labor and employability?
Before the summer holidays, managers and the team make agreements about the total amount of other activities that must be carried out within the school. The deployment of specialist teachers and education support staff (OOP) is part of this. In doing so, they take into account the total available staff and the number of hours to perform those tasks. The pmr has the right of consent to these agreements.
Before the summer holidays, employers determine what the working days are in consultation with employees who work part-time. Employers make agreements with full-timers about the days on which they are scheduled for class and working hours.
If the employers and employees are unable to reach an agreement, the employability is determined on the basis of the employability schedule in the CLA.
What is the maximum lesson task in the basic model?
The number of teaching hours or lesson-related and / or treatment tasks is a maximum of 930 hours per year. In mutual consultation between employer and employee, a higher maximum than 930 hours can be agreed per year at the written request of the employee. This request is not possible for starting teachers and must not lead to displacement of employment.
Who decides whether the basic model is applied?
The basic model is the standard model, but it can be deviated from if chosen.
The choice to abandon the basic model goes as follows:
First, it is decided at board level with the consent of the pgmr to submit the choice of the consultation model to the pmr and the staff of the school concerned (source number).
Only if the pmr and the majority of the staff opt for the consultation model, will there be a deviation from the basic model.
Every three years, the choice of the consultation model must be approved again by the pmr and the majority of the staff. If that does not happen, the basic model will apply again.
Option 2: The consultation model
What is the consultation model?
The core of the consultation model is that there is no longer a maximum lesson task of 930 hours. Agreements are made at school level about the division of the various tasks. This may mean that some colleagues teach more than 930 hours and other colleagues less than 930 hours. All agreements must be made at school level, with the consent of the PMR and the majority of the staff.
Who determines that the consultation model is applied?
The employer may decide to make use of the consultation model instead of the basic model. The choice of the consultation model must be submitted to the PMR and the majority of the staff of that school (source number) again every three years. If no approval is given, the basic model applies. Within a board, there may therefore be the basic model and the consultation model, which may differ per school.
Could switching from the basic model to the consultation model lead to job losses?
No, the switch to the consultation model in itself must not lead to job losses.
How does the introduction go per school or per foundation?
The consultation model is introduced per school (source number).
Which choices are recorded in the consultation model?
The choices of the consultation model are recorded in a plan that includes at least:
Which tasks fall under the add-on factor. The opinion about the quality of education is leading in this regard and what is necessary for its delivery.
The policy on the basis of which the individual add-on is allocated. The policy to be established is based on, among other things, the criteria: group size, special needs students and employees' capacity and experience.
This plan requires the consent of the pmr and a majority of the staff.
What is the add-on factor?
The maximum lesson time has been released. Time is therefore scheduled for each lesson for preparation and follow-up work. These hours are expressed in a surcharge. The add-on factor is determined with the consent of the PMR and the majority of the school's staff between 35 and 45 percent of the class hours and the class-related and / or treatment tasks.
Who determines which activities must be carried out within the school and how much time is needed for this?
Managers and the team make agreements about the total work that must be carried out within the school and the time required for this. In doing so, they take into account the total number of staff available and therefore the hours to perform those tasks. The commitment of specialist teachers and oop is part of this.
How do I make sure I have enough time for class preparation and grading?
The maximum lesson time has been released. That is why time is now planned for each lesson given for preparation and review work. These hours are expressed in a surcharge. The add-on factor is determined with the consent of the pmr between 35 and 45 percent of the lesson hours and the lesson-related and / or treatment tasks.
When and by whom is determined what my duties are and on which days I have to work?
Before the summer holidays, the tasks and working days are determined in consultation between employer and employee. Agreements are also made about the days on which the employee teaches. The individual add-on factor is determined on the basis of the formulated policy.
Is the introduction of the use of two models final?
The Trade Unions and the PO Council have agreed to evaluate the changes in working hours as described here in the basic model and the consultation model this spring (2017).
