Salary policy

Summary
Three different scenarios are taken into account when determining the salary upon entry into service:
- an employee is new to Fontys and Fontys ICT.
- an employee is new to Fontys ICT, but already works at Fontys.
- an employee is new to a job position, but already works at Fontys ICT.
The scenarios are worked out on this page.

The Collective Labour Agreement for Universities of Applied Sciences (Cao-hbo) says:

“The employee's salary will be determined on commencement of the employment, in reasonableness and with due observance of the experience gained, based on the appropiate salary for the position according to the job classification or based on the initial years specified for that job grade, and will be paid out on a monthly basis”. ¹⁾

• The classification of the salary amount in the salary scale is determined on the basis of the internal standard salary (in Dutch: 'normsalaris', the overview with indicative salaries at age and job level); The internal standard salary is known to the managing director and HR;
• As far as possible, the salary that was applicable at the former employer shall be taken into account;
• If a labour market supplement is indicated, a proposal to this effect will be agreed with the managing director;
• The next periodic increase shall be granted after a proper evaluation, but not before 12 months at the earliest;
• From that moment on, the rhythm of the interview cycle is followed; this means that if there is a sufficient evaluation by 01-08 of any year, a regular periodic increase will be granted.

In addition to the above concrete working method, the following applies to the grading of incoming lecturers:

• Appointment as Docent 3 in salary scale 10 applies to entrants with a completed Bachelor's and/or Master's study programme who have less than 5-7 years of relevant work experience. If the employee exceeds the job requirements after the first year, he can be rewarded with an excellent evaluation. When the maximum salary in the scale is reached, progression to the higher grade/job position is not automatic, but depends on the job interpretation/evaluation and the formation within the University of Applied Sciences.
• Appointment as Docent 2 in salary scale 11 applies to entrants with a completed Bachelor's and/or Master's study programme and more than 5 to 7 years of relevant work experience.

An employee applies for a job position that is classified in a lower salary scale:

• if the former salary amount fits into the salary scale for the new job position and the internal standard salary, there will be a horizontal scale transfer;
• If the former salary is higher than the maximum of the salary scale for the new job position and/or the internal standard salary, the salary is fixed at the maximum amount of the new scale. Employee no longer receives periodic increase;
• If a satisfactory evaluation is made, a regular periodic increase will be granted per 01-08 of any year, in the event that the maximum of the salary scale has not yet been reached.

An employee applies for a job position that is classified in a higher salary scale:

If the old salary amount fits in the salary scale of the new job position and the internal standard salary,

• there will be a horizontal scale transfer and one periodic increase will be granted;
• a periodical increase shall be granted after a good evaluation at the earliest after 12 months;
• From that moment on, the rhythm of the interview cycle is followed; this means that if there is a sufficient evaluation by 01-08 of any year, a regular periodic increase will be granted, in case the maximum of the salary scale has not yet been reached.

If the old salary amount is lower than the starting salary of the new scale:

• the employee shall be classified in the starting salary of the new scale, or
• the employee continues to be classed in the old scale and receives a temporary individual salary supplement (this supplement may possibly exceed the maximum of the old scale);
• a periodical increase shall be granted after a good evaluation at the earliest after 12 months;
• From that moment on, the rhythm of the interview cycle is followed; this means that if there is a sufficient evaluation by 01-08 of any year, a regular periodic increase will be granted, in case the maximum of the salary scale has not yet been reached.

An employee applies for a job position that is classified in a lower salary scale:

• if the former salary amount fits into the salary scale of the new job position, there will be a horizontal scale transfer;
• If there is a sufficient evaluation, a regular periodic increase will be granted per 01-08 of any year;
• if the former salary is higher than the maximum of the salary scale for the new job position, the salary is fixed at the maximum amount of the new scale, the employee no longer receives periodic increases.

An employee applies for a job position that is classified in a higher salaryscale:

If the old salary amount fits in the salary scale of the new job position and the internal standard salary:

• wherever possible, efforts are made to have the job position change take effect on 01 February or 01 August;
• horizontal transfer takes place and 1 periodic increase is awarded (promotion periodic) in the new scale;
• From that moment on, the rhythm of the interview cycle is followed; this means that if there is a sufficient evaluation by 01-08 of any year, a regular periodic increase will be granted in case the maximum of the salary scale has not yet been reached.

If the old salary amount is lower than the starting salary of the new scale:

• the employee shall be classified in the starting salary of the new scale, or;
• the employee continues to be classed in the old scale and receives a temporary individual salary supplement (this supplement may possibly exceed the maximum of the old scale);
• From that moment on, the rhythm of the interview cycle is followed; this means that if there is a sufficient evaluation by 01-08 of any year, a regular periodic increase will be granted, in case the maximum of the salary scale has not yet been reached.

• the content of an employee's job position has changed, as a result of which a new classification in a higher salary scale applies (on the basis of job weighting);
• The salary is transferred horizontally to the intended scale;
• If there is a sufficient evaluation, a regular periodic increase will be granted per 01-08 of any year, in case the maximum of the salary scale has not yet been reached.

• an employee is appointed, in consultation with the managing director, to a job position that is classified in a lower salary scale;
• This requires customisation. As a rule, the salary is frozen.

The basic principle is that all employment conditions interviews are conducted by HR. Within the framework described above, a proposal is prepared for the managing director. After approval of the managing director, the prospective employee is informed and given instructions to HR.