Career progression policy

Summary
The vision on career paths describes how Fontys ICT shapes and implements career paths. This page describes the career progression policy for lecturers and other employees.

In the past, the vertical career path for teaching staff at Fontys ICT was strongly focused on coordinating roles, which enabled advancement to Lecturer 1. However, the job of Lecturer 1 is broader than that. The following characteristics are required to be eligible for a Lecturer 1 position within Fontys ICT:

• The lecturer has completed the Mid-level Teaching Qualification (MKO) (Fontys ICT variant Didactics and Research or the 3 Fontys MKOs) and functions at an academic level of working and thinking and preferably has a completed master's degree;
• The lecturer fulfils at least two of the three leadership roles defined by Fontys ICT, namely:

1. Subject-specific leadership

• The lecturer has excellent expertise in one of the study programmes and/or research areas and thus provides clear added value to the curriculum, educational development and/or the research groups. With specific regard to applied research, the lecturer is able to independently carry out research assignments and coordinate research projects in a broad (multidisciplinary) or specialised (groundbreaking) field of research.
• The lecturer shares subject-specific knowledge in an appropriate and visible manner both within and outside the organisation by providing inspiring and interactive education and, for example, by representing Fontys through publications, lectures, interviews and/or workshops.
• The lecturer follows developments in the work field and has ties with professional practice.

2. Educational leadership

• The lecturer has a clear vision of education and is able to communicate this within and outside the organisation.
• The lecturer can enthuse others and create support for the educational vision of Fontys ICT.

• The lecturer is able to adjust and nuance the vision on education and acts consistently with this vision (practice what you teach/exemplary behaviour).

3. Organisational leadership

• The lecturer directs the development, design, implementation and execution of (new) business and education/research processes;
• The lecturer systematically and continuously improves and optimises existing business and education/research processes;
• The lecturer ensures a positive working atmosphere and contributes to a sense of pride within and outside the study programme and Fontys;
• The lecturer demonstrably contributes to the continuity of Fontys ICT;
• The lecturer functions as a fully-fledged discussion partner for the LT or XLT.

Within Fontys ICT, we use a target formation to create a balanced structure for our workforce in relation to the job classification system. Within Fontys, the ratio of lecturer 1 to lecturer 2 is usually 40-60. Within Fontys ICT, we aim for a 50-50 ratio. Our ambitious goals from the strategic plan Get Connected!, the innovative strength of our study programmes, our development into a knowledge institution and the growth of our research portfolio require a balanced distribution of lecturers. This ensures that we can guarantee both the quality of our education and our research activities.

Every year, we map out the distribution of lecturers 1 and 2 and determine the desired staffing levels. This means that there may be more or less room for lecturers 2 to advance to lecturer 1. The advancement criteria are clearly formulated, whereby we not only look at coordinating tasks, but also at various aspects of the job description that enable advancement. This broadens the opportunities for advancement. Nevertheless, it does not increase the number of positions for Lecturer 1, as we have a target staffing level. This means that there are “vacancies” for Lecturer 1 positions, for example due to colleagues leaving.

If an employee wishes to be considered for a Lecturer 1 position, the following process is followed:

• The opportunities for advancement are communicated in the Update / in the employee section;
• The employee indicates in his PM that he wishes to be considered for a Lecturer 1 vacancy (during his development interview);

• The employee writes a substantiation setting out the arguments that demonstrate that he/she is functioning at lecturer 1 level and thus clearly shows that he/she meets at least 2 of the 3 leadership competencies;
• During the annual calibration session, the nominations, substantiated by the employee's own PM, are discussed with all PMs;
• The PMs advise on whether or not to promote the employee to a Lecturer 1 job;
• The People Manager confirms the appointment;
• The PM conducts an assessment interview with the employee to determine whether or not to proceed with advancement to a Lecturer 1 job;
• The employee will be transferred to the Lecturer 1 job with effect from 1 August.

If an employee is appointed as Lecturer 1, their terms and conditions of employement will be adjusted. This adjustment will preferably take place on 1 August (the date of the annual salary increase). In accordance with Fontys policy on “promotion to a higher scale”.

This means that:

• Based on the outcome of the annual assessment, the employee will first receive a salary increase in accordance with Article H-3 in the old job scale, provided that there is still financial scope for this. Depending on the assessment, the standard percentage applicable in the old scale will be awarded once or twice. If someone is close to the maximum of the scale, this will be supplemented up to the maximum of scale 11.
• Subsequently, a horizontal transfer will be made to the new job scale (scale 12).
• A promotion period (once the standard amount in the new job scale) will be granted.
• If the moment of promotion does not coincide with the moment of the annual salary increase, a horizontal transfer will take place at the moment of promotion and the employee will also receive the promotion period in the new scale. At the time of the annual salary increase (1 August), the employee will then receive the standard amount corresponding to the new scale, up to the maximum of the scale.

There is no defined path for other employees. This is always customised. Employees discuss their personal ambitions with their PM during the development interview and jointly agree on the various development opportunities.