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Collective labor agreement for higher professional education: 2,75 percent wage increase

A salary increase of 2,75 percent in nine months, a one-off payment of 880 euros and new staff with a master's degree will in principle be in salary scale 11. These are important agreements in the negotiation agreement for the collective labor agreement for higher professional education. “A solid result that we are going to present to our members”, says AObdriver Douwe Dirk van der Zweep.

As a the negotiation agreement is adopted by the constituencies of the trade unions and employers, the collective labor agreement runs from April 1, 2020 to December 31, 2020. In other words, only nine months. “Due to the corona crisis and the uncertain pension situation, we cannot look beyond the end of this calendar year,” says AObdriver Douwe Dirk van der Zweep.
Within that year, the union negotiators took out what was in it. “A 2,75 percent wage increase in nine months: that seems like a decent result,” says Van der Zweep. "We have also opted for a collective labor agreement without major renovations: it is not time for that at the moment."

880 €

In addition to the wage increase, every higher professional education employee will receive a one-off payment of 880 euros, according to the proposal. Van der Zweep: “The wage increase will take effect a little later than expected. We will compensate - amply - with a one-off payment in June. ”
Furthermore, such a one-off payment is intended to give people in the lower wage scales something extra. With a one-off fixed amount, they do not fall behind colleagues, which is what happens with a percentage increase in wages.

Master's degree

Another important agreement is that if people are appointed to positions requiring a master's degree, they will be offered scale 11. Until now, these new employees often ended up in scale 10. “Asking for a master and offering scale 10 is no longer possible,” says AObsector manager Roelf van der Ploeg. This scheme will undoubtedly raise questions from all staff members with a master's degree who are in scale 10. “This will cause a lot of discussion at universities of applied sciences. And that is exactly our intention ”, says Van der Ploeg.

'Assessment interviews had become a ritual'

Another agreement from the negotiation agreement is better facilitation of employee participation. “The participation councils are given more and more tasks,” says Van der Ploeg. “That's why they get eighty extra hours a year as support. Councils can also decide for themselves how to use this money. More customization is possible. ”

Periodic

The negotiator's agreement must put an end to the ritual circus of appraisal interviews. Van der Ploeg: “Assessment interviews had become a ritual with three types of outcomes: the employee performs poorly, well or excellently. Depending on the outcome, the employees did not receive a periodical, the normal periodical or two periods. ”

In practice, the vast majority of employees received a periodical. “We have abolished holding pro forma assessment interviews,” says Van der Ploeg. “If there is no appraisal interview, the employee will simply be awarded a periodical. Obviously, performance reviews still have to be held. Nothing will change. ”

Employability

According to the negotiation agreement, there will be some changes in the hours for sustainable employability that employees are allocated. Until now, these hours had to be requested in advance. From now on, they will be allocated in the standard annual task, and the employee will subsequently account for what they have been spent on.

The hours for sustainable employability can also no longer be saved. This often led to reservoirs: many employees saved the maximum number of 200 hours. These existing savings are used up as much as possible over a three-year period, any remaining hours are paid out via the terms of employment options menu or used for pension savings.

Temporarily

Finally, according to the negotiation agreement, the temporary contract with the prospect of permanent will be adjusted in such a way that there is no longer an obligation to convert this temporary contract into a permanent contract in the event of 'compelling business interests'. This 'compelling business interest' already applied at the level of the entire institution, but now also applies at the level of education.

Corona

The collective labor agreement has been delayed for a while, partly due to the corona crisis. “Negotiations had to take place via webcam,” says AObdriver Van der Zweep. “That made it sometimes difficult. Because, just like in an online class, you miss a lot of non-verbal communication. But in the end it has become a very neat collective labor agreement that we dare to submit to our members. Although I will be happy if we can negotiate live again in the next round. ”

On June 2, the AOb at 19.00 p.m. a webinar about the negotiator's agreement. Register via: rvdploeg @aob. Nl

Download the entire negotiator agreement through this link. 

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