Summary
The appointment for the roles of Programme Manager, Operations Manager and People Manager has its own procedure. After selection, actual suitability must be demonstrated for at least one year. Furthermore, this page describes the working conditions and the procedure for terminating these roles.

If the role of People Manager (PM), Operations Manager (UM) or Programme Manager (CE) is vacant, the vacancy will be published within Fontys ICT and all colleagues will be given the opportunity to respond to it. In case of equal suitability, colleagues who have made agreements in the development interview about a development towards a more coordinating role are preferred.

The lecturer who, after selection, is considered to be assignable as PM, UM of CE, must demonstrate for at least 1 year that he or she is actually suitable for this role. During this period, the lecturer is entrusted with all responsibilities and receives an allowance as if he or she had already been appointed.

In the event of proven suitability, to be assessed by the management, the lecturer is appointed in the role of PM, UM or CE. Appointment is for a maximum of 4 years and can be extended once for a period of 4 years.

When appointed as PM, UM or CE, after the 1st trial year, the following scenarios apply:

• Lecturer 1, who does not have a Master's degree programme or 3 Senior Teaching Qualifications (SKO's):
  • does not receive a salary adjustment when fulfilling the role of team leader of Programme Manager. Comments: this lecturer was appointed as lecturer 1 when there was no policy that a lecturer 1 should have a completed Master's degree programme or 3 SKO's; this lecturer has a salary guarantee.
  • Receives a temporary personal allowance equal to half the difference between the maximum of scales 12 and 13 (in proportion to appointment size);
  • Annually, if functioning well, 1 regular periodic increase is granted (in proportion to appointment size); if the limit of scale 12 is reached, the personal allowance shall be increased by one periodic increase in scale 13 (in proportion to appointment size), but up to the limit of scale 13.
• Lecturer 1, who has a Master's degree programme or 3 SKO's:
  • Receives a temporary personal allowance equal to half the difference between the ceiling of scale 12 and 13 (in proportion to appointment size);
  • Annually, if functioning well, 1 regular periodic increase is granted (in proportion to appointment size); if the limit of scale 12 is reached, the personal allowance shall be increased by one periodic increase in scale 13 (in proportion to appointment size), but up to the limit of scale 13.
• Lecturer 2, who has a Master's degree programme or 3 SKO's:
  • is appointed as Lecturer 1; at this appointment, the colleague receives:
    • 1 regular periodic increase in scale 11 (provided there is still room in the scale) (in proportion to appointment size);
    • and in the case of appointment as a lecturer 1, an additional periodic increase (in proportion to appointment size) in the new scale;
    • a temporary personal allowance equal to half the difference between the ceiling of scale 12 and 13 (in proportion to appointment size);
    • If functioning well, 1 regular periodic increase is granted annually; if the limit of scale 12 is reached, the personal allowance shall be increased by one periodic increase in scale 13 (in proportion to appointment size), but up to the limit of scale 13.
• Lecturer 2, who does not yet have a Master's degree programme or 3 SKO's:
  • Remains appointed as lecturer 2; at the time of this appointment and receives the lecturer will receive:
    • To compensate for the fact of fulfilling a lecturer 1 role, regular periodical increase in salary scale 11 (if there is still room in the salary scale) a temporary personal allowance (a) equal to 1 periodical increase in the new salary scale (in proportion to appointment size);
    • for the fulfilment of a Team Leader of Programme Manager role, a temporary personal allowance (b) equal to half the difference from the maximum of scale 12 and 13 (in proportion to appointment size);
    • At the moment the colleague reaches the maximum of scale 11, the allowance (a) will be increased annually by 1 regular periodic increase in scale 12 (in proportion to the size of the appointment), subject to good performance;
    • if the limit of scale 12 is reached, the personal allowance (b) shall be increased each year by one regular periodic increase of scale 13, but up to the limit of scale 13 (in proportion to appointment size).
• With colleagues who do not have an appointment as a lecturer and are appointed as PM, UM or CE, tailor-made agreements are made.

Exception: if on appointment as PM, UM or CE it is established that the lecturer has already scaled higher than the initial salary in relation to the principles of the Fontys ICT salary policy, it can be decided (at the discretion of the management) not to grant an extra periodic increase.

As soon as the lecturer 2 completes the Master's degree programme or 3 SKO's with a personal allowance, he or she will be appointed as lecturer 1 with effect from the first day of the month following that date. The personal allowance (a) is scaled horizontally to scale 12. The personal allowance (b) shall continue to apply. No additional periodical increase will be granted on appointment as lecturer 1.

If the role of PM, UM or CE is terminated, this will have consequences for the working conditions. Here applies that:

• for a lecturer 2 with a personal allowance (a/b) that the allowance expires. The sum of salary scale 11 and the personal allowance is scaled back horizontally to scale 11, but not more than up to the highest step of scale 11;
• for a lecturer 1:
  • that personal allowance (b) expires and;
  • that in the next development interview, he/she shall agree on a result, which means that he/she will develop activities in order to fulfil another role within the assessment year to which a Lecturer 1 scale applies. If the assessment shows that there is no prospect of a Lecturer 1 role within a reasonable period of time (a few months), there will be no regular periodic increase. As from the moment that the lecturer in question will once again fulfil a role as Lecturer 1, contracting will take place on the role of Lecturer 1 and, if the assessment is good, a regular periodic increase will take place again.
• for the colleague who is not appointed as a lecturer, the personal allowance is cancelled and any other employment conditions are adjusted on the basis of the customised agreements made.