Jobs and roles
Summary
This page gives an overview of the jobs and roles that are fulfilled within Fontys ICT. In addition to a link to Fontys' generic job description, which describes jobs for educational staff (OP) and educational support staff (OOP), the following (mainly OP-) lists roles that are often specific to Fontys ICT and described in more detail on individual pages.
Introduction
Fontys has a generic functiehuis (job matrix) with an overview of all established job descriptions with the rating and the competence profiles that belong to the job. All OP and OOP jobs can be found in this job matrix.
All Fontys ICT colleagues are linked to one of the jobs in the generic job matrix when they join the company. In addition to a job from the generic job matrix, an Fontys ICT colleague can fulfil a (temporary) role that may or may not be linked to the job.
Fontys ICT specific roles (OP)
Colleagues of Fontys ICT can fulfill different roles within their job. Fontys ICT has appointed the following roles:
Creation of a new job / role
As soon as an unoccupied job (job/role) arises within Fontys ICT, a vacancy is created for this job. A distinction can be made between a new or an existing job.
The filling of an existing job is done through the process Recruitment and Selection.
In order to create a new job, an additional process is carried out before the Recruitment & Selection process starts. This additional process is as follows:
Responsible
PM aligns proposed new job/role with managing director and
HR.
PM makes in coordination with
HR a concept job description based on the created job. Where a job (instead of a role) is concerned, a link is made to the job from the generic job matrix which, in terms of tasks and responsibilities, best fits the new job within Fontys ICT.
HR makes a weighting proposal based on the concept of the job description.
HR submits the draft job description and weighting to the managing director for approval.
PM sets in coordination with others.
HR will draft the vacancy text and submit it to P&O for editing and publication.
HR publishes the vacancy internally (within Fontys ICT) for a maximum of 2 weeks.
PM conducts selection interviews with the internal candidate(s), depending on the type of vacancy, a 2nd interviewer joins this process.
PM selects Fontys ICT colleague for appointment in the job/role and informs those candidates not selected.
PM submits proposed appointment to the managing director for approval. If no suitable candidate can be selected within Fontys ICT,
HR will publish the vacancy within Fontys and, if necessary, subsequently externally.
After approval by the managing director, appointment will take place for a trial period of one year.
PM conducts 3 evaluation interviews with the colleague during the first year (after 3, 6 and 9 months).
HR conducts a FUWA (job rating system) interview with the colleague based on a standard set of questions 9 months after the start of the new job/role. The reason why this interview takes place after 9 months is because it can be assumed that an colleague has developed a good/complete picture of the tasks and responsibilities associated with the new job/role at that moment.
Based on the results of the job interview, the
FUWA HBO is applied by
HR in connection with the FUWA consultant from Fontys
HR&O.
After the FUWA, the job/role is definitively determined and the colleague (in case of a positive 9-month evaluation) is appointed to the job/role and the corresponding job scale. If applicable, the appointment (and amendment to the employment conditions) will take place with retroactive effect from the start of the trial year.
Salary on new job / role
An colleague who joins Fontys ICT or is appointed to a vacancy within Fontys ICT, is appointed to a position belonging to the vacancy. In accordance with the general job description, a salary scale is linked to the position. The entry/appointment salary is determined on the basis of the Fontys ICT Salary policy.
Advancement in job / role
Advancement to another (higher) job / role within Fontys ICT is determined, among other things, on the basis of:
the range of jobs/roles within the organisation
the age of the colleague (see: salary policy)
the functioning of the colleague
the level of education of the colleague
If an colleagu of Fontys ICT moves on to a new (higher-ranking) job or role, a number of internal policy rules apply:
Appointment to another (senior) position on the basis of
salary policy-
Appointment of the Project Leader Programme Implementation (
PLOU) based on policy
Appointment PLOU.