Recognize the excuse

The six most frequently mentioned reasons for not placing yourself in a higher salary scale, why these are non-arguments and what you can do about them.

  1. 'There is no more money'

    Education employers often say: there is no financial room. Or: our foundation already has the maximum number of people in scale LD. Roelf van der Ploeg, director at the AOb en fuwasys*Fuwasys is the abbreviation for the job evaluation system used by ministries, provinces, municipalities and in education. In this system, jobs are classified according to fixed criteria, with the aim of identifying and justifying salary says that this argument does not hold water: “Employers must adhere to the collective agreements and the job evaluation system. Nowhere in the collective labor agreement does it say that money can be a reason not to comply with the agreements.”

  2. 'You have to follow an education first'

    The fuwa system is based on tasks or competencies, not on someone's education. Of course, your employer can ask you to take a course, but if you already perform enough tasks that are part of a job that is scaled higher, you are entitled to that higher scale. That is independent of training.

  3. 'Then you will have to take on extra and/or heavier tasks'

    That depends on what you are currently doing. Most educational foundations or associations have a function house. Some call this a function structure. Your employer links tasks to positions and salary scales. Such a function house is a must fuwa proof*Roelf van der Ploeg of the AOb: “Fuwasys is not an exact science, but it must be transparent what it entails and how your employer applies fuwasys. Your employer must be able to provide you with the job classification system if you request it. At larger institutions, someone from HR or human resources is often fuwa certified. Smaller school groups often call in an external agency to create and update their job classification system.” to be. In short: if you already perform the tasks that belong to a higher salary scale – assigned, substantial and structural are important terms – you are entitled to a higher salary scale.

  4. 'Show first that you can do it'

    You have to prove it first, they say. Making it happen in practice. Executives in MBO often say: show that you are 'LC-worthy'. Are those legitimate terms? No, says Van der Ploeg. Portfolios, appointment advisory committees and internal application procedures also fall under the category of schools' 'wonderful own policy'. The bottom line remains: if you perform tasks that belong in a higher salary scale – assigned, substantial and structural – then you are entitled to a higher salary scale.

  5. 'We can offer an allowance'

    Work allowances are 'the mirrors and beads' of education, says Van der Ploeg. “It is always temporary and it gives you less than a higher salary scale. If your work actually belongs in a higher scale, then I would always go for that and not be fobbed off with an allowance.”

  6. 'We don't have this function'

    In fact, the organization then says: we have not described this position and included it in our job classification system. Van de Ploeg: “That is possible, but then the school may not ask employees to perform the tasks associated with this position.” If this is the case, you as an employee can:

    • Stop performing the affected tasks
    • Accept that you will not be rewarded for some of your work (the AOb not in favor of that)
    • Have your case examined by the national job evaluation objections committee
    • Find colleagues who run into the same thing and report you to the AOb† Such as, for example teaching assistants to do.