Sustainable employability

Summary
On this page the agreements concerning the allocation of the hours for sustainable employability are explained.

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Aging and dejuvenation in the Netherlands mean that the state pension age has been raised and that we are all working longer together. In addition, we live in times of increasing change. The labour market is constantly changing: flexibility, new technologies and globalisation require adaptability from employers and employees. Sustainable Employability is a topic of discussion at all stages of life.

The agreements concerning the deployment of hours of Sustainable Employability have been laid down in a management decision d.d. January 12, 2016. For day-to-day practice, this decision means the following.

The collective labour agreement (CAO) offers facilities in the form of sustainable employability hours. These facilities can be found in chapter M - Duurzame inzetbaarheid - of the Collective Labour Agreement for the Universities of Applied Sciences¹⁾ In addition to Chapter M, Chapter O - Professionalisering - also applies as an important factor in the development of employees. Fontys-wide agreements on the elaboration of the Sustainable Employability Arrangement are further elaborated in the Regulation Sustainable Employability.

The above agreements are leading in the way in which we deal with the Sustainable Employability hours. However, Article 7 requires more bureaucracy than we are used to at Fontys ICT. That is why the Fontys ICT agreements below hopefully lead to little bureaucracy and leave maximum responsibility to the employee concerned.

Accountability for the way in which you have used these Sustainable Employability hours to pay attention to your Sustainable Employability is part of the interview cycle with your People Manager (PM).

If you don't report or make an appointment with your PM around your Sustainable Employability hours, these will be included in your allocation (system) by default, so the hours will be recorded. The way in which and for what purpose you use these hours is the responsibility of the employee.

This section is often not applicable to educational support staff (OOP).

Sometimes the choice to fill in your Sustainable Employability hours can lead to a longer absence. If you are planning to do this, you should do so well before the start of the semester (1 December for the spring semester, 1 May for the autumn semester) in which you would like to take up the 'block' of Sustainable Employability hours:

• Let your PM know so they have an overview at team level. If more than one member of the team wants to take Sustainable Employability at the same time, this may cause too much disruption of the education;
• If the PM does not foresee any problems for the team as of the above date (this is a valuation, but the PM cannot oversee this in full), then you have to agree with the owners of the activities in which you want/will be deployed in the relevant semester that your absence 'fits in well with the work'. So they have a veto right not to approve your absence. If this is not possible with a certain activity, you still have time to look for another activity that fits your absence. You must have this formally arranged before the date on which the allocation for the coming semester is final (lesson week 11 and lesson week 31 from the annual agenda of Fontys ICT).

• information on sustainable employability on the HR&O Portal
• examples Sustainable Employability
• regulation Sustainable Employability