Everything about the collective labor agreement for primary education

The new collective labor agreement for primary education was signed on April 22, 2022 by the trade unions and the PO Council. This negotiator's agreement has closed the pay gap between primary and secondary education. AObMembers have yet to vote on the deal. Negotiations will soon be resumed for processing the wage margin for 2022.

Duration

The proposed collective labor agreement for primary education will run from 1 January to 31 May 2022. After that, the collective labor agreement will continue until a new agreement has been agreed. The most recent collective labor agreement includes the means to close the pay gap. See: 'historic collective labor agreement: the pay gap is closed'. De AOb will resume negotiations as soon as possible to also include the wage margin for 2022 – roughly the compensation for tax increases – in the education salaries.

Main points collective labor agreement primary education 2022

    • There are new salary tables that are equal to the salary tables in secondary education.
    • The year-end bonus has been structurally increased from 6,3% to 8,33%.
    • There is again a binding allowance. This also counts towards the pension accrual. For OOP-ers in the highest step of scale 9, the allowance is €263,94 gross. For teachers in the highest rung of their scale, it is € 1591,09 gross. For (deputy) directors in the highest step of scale 12: € 1591,09 gross and for (deputy) directors in the highest step of scales 13 and higher: € 263,94.
    • There are extra allowances and benefits for school leaders and oop'ers, check the agreement for the exact amounts.
    • AOb- driver Thijs Roovers explains the new agreements in a vlog and also answered the five most frequently asked questions about this agreement

  • Download the agreement with all the details below.
  • Curious about your new salary? do the salary check of the AOb and see what your payslip will look like.

The more members, the stronger we stand in the negotiations for your collective labor agreement. And, when you are a member, you have a say and you can influence this. We also organize meetings for members around the (new) collective labor agreements, so that you can make optimal use of them. In addition, as a member you have many other benefits, such as the right to legal aid for your work and income and the Education magazine on your doormat every month.
Become a member

Training

In primary education, teaching staff has an individual budget for professionalisation. This amount is proportional to the working time factor. With 1 FTE, it concerns 500 euros and two hours per working week. Educational staff can choose for themselves how they spend the training budget and discuss this with their employer. Prefer to save? This is also allowed in consultation with the employer and can be for a maximum of three years. Knowing more? Look in article 9.3 of the collective labor agreement.

Have a say in the collective labor agreement

AObmembers participate in discussing the collective labor agreement. This can be done through the primary education sector council. Together with the sector council, the AObnegotiators are committed to collective bargaining. As soon as a negotiator agreement has been reached, it will be presented to the Dutch via regional meetings and a digital poll AObmembers. This poll is an advice to the sector council. The council assesses this and then takes a final decision.

Do you want to participate actively? Register for the sector council via AObChief Driver Simone Fomenko. Mail: sfomenko @aob. Nl

Frequently asked Questions


  • Do I have to come back on a day off?

    Activities that are included in the annual roster are part of the annual task and have therefore become regular working hours. For example, study days are part of your task hours. It may therefore be that you are 'class-free' but still have to come back for training, a meeting or another school activity. You are exempt from all activities on the bapo day. Do you still have to come back? Then the school must compensate for this. After all, you pay for this bapo day yourself.

  • What model is there for the task policy?

    In the CLA for primary education 2018-2019, a work division plan has been chosen. This replaces the old basic and consultation model. On the basis of signals from practice and an evaluation study, it had to be established that working with the two previous models led to a lot of uncertainty in the workplace. The consultation was insufficiently established.

    Team to move
    With the new division of labor policy, the position of the school team has been more firmly established and a board / school leader cannot determine the division of labor policy without consultation with the team.

    The team, the individual teacher and education and teacher support team are given a say in their own work and all activities at the school with the work division plan.

    Assumptions
    The basic principle is that the employee with a full-time appointment can be deployed 1659 hours per school year. The starting point is also the 940 teaching hours that students receive on average per school. In addition, a school team can choose to teach 930 hours per full-time teacher (the funding is based on this), but also more.

    Teachers do not have to teach exactly 940 hours. It depends on what the team decides. If you wish, you can choose to give more lessons. You have to give your consent for this. This is called 'mutual consent'. Less lessons can of course always be done. One teacher likes to give as many lessons as possible, another chooses to be able to do other tasks at the school. So you divide the work at the school as a team.

  • Am I entitled to a permanent contract?

    This depends on several factors. In the first place, it is important to know whether you are working on the basis of a deed of appointment or on the basis of a deed of appointment. In addition, the CLA for primary education has different types of contracts with different rules and outcomes. For example, with contracts for replacement, an employer may enter into a maximum of six temporary contracts in a period of three years. To find out what you are entitled to, it is wise to contact the employees of the Information and Advice Center (IAC).

  • I am replacing someone who is on maternity leave, when am I entitled to a permanent contract?

    The rule is that in case of replacement, other than due to illness, a maximum of six temporary contracts can be entered into in three years.

  • Can a temporary contract end before August 1?

    A temporary contract can end at any time. This does not necessarily have to be on August 1. However, the end date of a contract must in advance be agreed. For example, if your contract ends on July 1, this will also end your employer's wage payment obligation. In that case, the employer does not have to continue to pay you during the summer holidays.

  • Can I determine the end date myself when canceling my contract?

    To determine an end date, you only need to take into account the applicable notice period. Unless otherwise agreed, you must observe a notice period of one month with a contract of twelve months or less. For a contract of longer than twelve months, the notice period is two months. Cancellation always takes place towards the end of the month.

    In general, it is customary to cancel a contract as of August 1, because then the new school year starts. However, you are not obliged to do so, you can determine the end date yourself, with due observance of the notice period.