Initial scales, job scales, standard percentages. We explain what your salary table in higher professional education means. The table can be found in the collective labor agreement for higher professional education.
Each position has a salary scale, there are 18 scales in total. It job evaluation system Fuwa determines what scale your position is in. Please know that all new colleagues with the title 'teacher' are always in salary scale 11 or higher have to sit. In the 2023-2024 collective labor agreement, the AOb This agreement has been clearly recorded together with the unions and colleges. “That is an important step,” says Van der Zweep. “In higher professional education we want broad and solid teaching positions where teachers develop their own education. That includes scale 11.” All universities of applied sciences must place teachers who are currently in salary scale 10 and already perform tasks such as supervising graduate students, developing education or assessing and testing students in salary scale 11 as quickly as possible. This must be arranged before September 1, 2025. Salary scale 11 has a higher maximum than 10.
For each salary scale you will see 'min' and 'max' in the table. This stands for minimum and maximum. For example, for salary scale 11, the minimum is 4.234,28 euros gross and the maximum is set at 5.936,77 euros gross. These are the limits within which the salary can vary within the scale in which your position is classified. Based on your previous experience, you will be classified somewhere between the minimum and maximum. Relevant work experience counts to determine where you end up on the scale. “There are no steps,” says the AOb-Director. “Colleges often ask what your salary was at a previous employer and that is how the salary is determined. That's actually not correct. It is better to rely purely on work experience and competencies, because otherwise you will get unjustified pay differences between colleagues who do the same work. Classifying on the basis of the old wage maintains unfair pay differences between men and women.”
Starting salaries are salaries for colleagues who do not yet meet all job requirements. This can happen if you are in an induction process or have yet to obtain your Basic Didactic Qualification (BDB). Please note: if you now fill the position fully, you must immediately be placed at at least the minimum of the corresponding salary scale, in this case salary scale 11. In practice, this often happens when you are no longer in the training process. Van der Zweep: “It is especially important that if it is clear when you are appointed that you must obtain the BDB, your employer at least places you in the starting salaries of scale 11.”
If you perform your job well, you will receive an increase of the standard percentage every year. That's the 'periodical' you might sometimes hear colleagues talking about. This percentage can be found in the table under the heading 'norm%'. For salary scale 11, this percentage is 2,8 percent. Good to know: the standard percentage is calculated on the maximum of the scale and not on your current salary as is sometimes thought.
You do not necessarily have to have an annual assessment interview to receive your increment. This is not always necessary, especially if your assessment is good. However, your employer must always make a statement about the increment and as an employee you are always entitled to request an assessment interview.
Do you receive an excellent assessment from your manager? Then you are entitled to two increments. An unsatisfactory assessment will lead to no increment. Each university of applied sciences has agreed in a scheme with the unions on the criteria for the assessment. Do you disagree with a review? Then file an internal appeal.
If you are a temporary worker in higher professional education, this makes no difference to your salary. Temporary workers are entitled to the same salary, all extras and they build up a pension from day one. Van der Zweep: “Universities of applied sciences must also make up the difference between the better pension from the ABP pension fund (to which all teaching staff are affiliated) and the collective labor agreement for temporary workers. In this way we prevent competition on employment conditions.”
(You can reclaim 40% of your union dues through your employer)
