What you need to know about job evaluation in higher professional education

A job evaluation system is decisive for classifying a position in one of the salary scales 1 to 18. Universities of applied sciences can opt for eFuwa or the Hay methodology. See which one your college has chosen and go through them. Universities of applied sciences always test the job description and job descriptions against this chosen system. 

The Fuwa system weighs the tasks and responsibilities of your position. The final salary scale is determined using a points system. 

If you do not agree with how you have been classified, for example because you perform tasks other than those stated in your job description, you can have this assessed.

• First go to your manager and ask for a written decision 
• You can have the manager's decision assessed by the internal objections committee
• If you do not agree with the outcome, you can file an objection with the national job classification objections committee. Let yourself be assisted by the AOb. 

De AOb has collaborated with other unions and the Association of Universities of Applied Sciences agreements made about teacher positions. This agreement means that from September 1, 2023, colleges must always value teaching positions in salary scale 11 or higher. So if your job title says 'lecturer' or 'lecturer', then scale 11 is appropriate. Universities of applied sciences must assess the teaching positions in scale 10 before September 1, 2025. It means that a group of teachers automatically moves to salary scale 11 and does not have to compete individually with managers. 

If a position requires a complete and transferable Basic Didactic Qualification (BDB) - which includes the Basic Examination Qualification - then salary scale 11 is the lowest possible scale. It is not only the BDB that provides access to salary scale 11. Also consider other job requirements, such as pedagogical training courses where a teaching qualification is required. If your manager expects you to develop your education, you must also be classified in salary scale 11.

It is useful to have the table from page 134 (appendix XV) from the collective labor agreement for higher professional education. It contains a list of criteria and you can quickly see whether you perform tasks that belong in salary scale 10 or 11. Please note that you do not have to meet all the criteria to qualify for salary scale 11. During the assessment, the heaviest structural work counts. 

Have you been appointed as a PhD candidate or PD in salary scale 10? Then you can be deployed for educational supervision tasks for a maximum of 10 percent of your position. If you are in salary scale 10, the role of examiner or assessor cannot be part of that task package. The accompanying tasks must always have a direct relationship with your own research topic. If you teach more as a researcher, or if you do have a role in testing, then the minimum salary scale 11 or higher is required. 

HBO teacher Diana Wittendorp was determined and once successfully fought her way to a higher scale and also helped her colleagues in the process. read her story about how she handled this. The editors of the Onderwijsblad had the project: 'Fighting for your scale'. View the file, because there you will find all the magazine's publications on this subject and many tips that will help you further.