Directors and support staff more often object to job evaluation
Last year, the Education Disputes Committee saw a significant increase in the number of objection procedures related to the revaluation of positions for educational support staff and directors in primary education. Last year, the committee dealt with a total of eighteen objections that fall under the collective labor agreement.
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These objections from nine supporters and nine directors in 2021 are a significant increase compared to the two years before. Then treated the National Objections Committee for job evaluation in primary, secondary and secondary vocational education only two objections in total, from a teacher and an HRM employee who fall under the collective labor agreement. In 2022, one ruling has been rendered so far and one case is still pending, says Arne Breunesse, secretary of the Education Disputes Committee.
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In addition, the committee received twenty cases last year that did not lead to a decision. “After submission, these procedures were withdrawn at some point,” says Breunesse. This can have several causes. For example, the outcome of a similar case can cause employees to withdraw their complaint. Or if one employee objects and is proved right, an employer arranges it for everyone. “But, what often happens is that by submitting a case, consultation at school is resumed. The parties will then come to a solution in mutual consultation," says Breunesse.
Education staff can file a complaint with the objections committee if they disagree with the description of their position and the number of tasks they are assigned in practice or if an employee believes that he should earn more.
collective bargaining agreement
It is logical that directors and support staff submitted complaints much more often last year, and this is a consequence of the collective labor agreement on the revaluation of these positions. School administrators had to re-evaluate and update all these job descriptions. This had to be completed before August 1, 2020, but boards were given a postponement until November 1, 2020 due to the pandemic.
The fact that directors and support staff submitted complaints much more often is a result of the collective labor agreement on the revaluation of these positions.
“I don't expect such an increase again this year,” says Breunesse. “Probably all functions have now been examined.” Out an article from the Education magazine it turned out at the end of last year that the revaluation is not getting off the ground. Teaching assistants had not always received a revaluation by December 2021. An assistant also announced that he had dropped out. 'Whatever you do in addition to or in addition to extra tasks. I gave up because of the lack of recognition and appreciation.'
Being right
Objection can pay off. Last year, for example, two directors were proved right by the committee and six teaching assistants. The statements on the Committee's website show that several supporters were incorrectly classified in scale 4. This is how the committee registers a statement of April 2021: 'The employee performs a number of tasks that exceed the level of the position. According to the employer, these tasks are not assigned, but are required of the employee. In practice, the employee has been doing these tasks for a long time.'
Also was a supporter classified in scale 4 and the employer adjusted this to scale 5 in the second instance, but the committee found that this employee belonged in scale 7, that of teacher supporter. 'The task of the objector is to independently lead pupils with educational disadvantage, in groups varying from group 3 to 8, to a higher level. She compiles her own teaching or instruction material and carries out the work independently without supervision.' The committee believes that scale 7 is justified for this level.
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