Summary
This page gives an overview of the functions 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.

Fontys has a generic Function house with an overview of all established function descriptions with the rating and the competence profiles that belong to the function. All OP and OOP functions can be found in this function house (job matrix).

All Fontys ICT colleagues are linked to one of the functions in the generic function house when they join the company. In addition to a function from the generic function house, an Fontys ICT colleague can fulfil a (temporary) role that may or may not be linked to the function.

Colleagues of Fontys ICT can fulfill different roles within their function. Fontys ICT has appointed the following roles:

• Coordinator:
  • Coordinator Exchange
  • Coordinator Internationalisation / Global Acting
  • Coordinator Long term students
  • Coordinator Make IT Work
  • Coordinator Partners in Education
  • Coordinator Partners in Innovation
  • Coordinator Student+
  • Coordinator Demand-driven Professional Development
  • Coordinator secondary vocational education (MBO)
• Programme Manager
• Educational specialist
• Project leader
  • Project leader Ambition Theme
  • Project leader Curriculum Architecture
  • Project leader IFontys
  • Project leader ICoP
• Secretary examination chamber
• Project Leader Programme Implementation (PLOU)
• People Manager (PM)
• Operations Manager (UM)
• Chairman of the examination chamber

As soon as an unoccupied job (function/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 function/role with managing director and HR.
• PM makes in coordination with HR a concept job description based on the created job. Where a function (instead of a role) is concerned, a link is made to the function from the generic function house which, in terms of tasks and responsibilities, best fits the new function 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 function/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) interview with the colleague based on a standard set of questions 9 months after the start of the new function/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 function/role at that moment.
• Based on the results of the job interview, the Fuwa-hbo (job rating higher professional education) is applied by HR in connection with the Fuwa consultant from P&O Service Department.
• After the FUWA, the function/role is definitively determined and the colleague (in case of a positive 9-month evaluation) is appointed to the function/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.

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 to another (higher) function / role within Fontys ICT is determined, among other things, on the basis of:

• the range of functions/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) function or role, a number of internal policy rules apply:

• Appointment to another (senior) position on the basis of salary policy
• Appointment People Manager, Operations Manager or Programme Manager based on policy Appointment Programme Manager, Operations Manager or People Manager
• Appointment of the Project Leader Programme Implementation (PLOU) based on policy Appointment PLOU.