Summary
A description of the recruitment, appointment and working conditions of a Project Leader Programme Implementation. It also outlines the consequences of ending this role.

If the role of Project Leader Programme Implementation (PLOU) is vacant, the vacancy will be published within Fontys ICT and all colleagues will be given the opportunity to respond to it. Employees who have agreed in the development cycle to develop into a more coordinating role are given preference in case of equal suitability.

The appointment process of the PLOU consists of the following steps in sequence:

• The Programme Manager (CE) draws up the profile in consultation with HR and the Implementation Manager (UM);
• UM initiates the recruitment process;
• HR publishes the vacancy and registers the applicants and, in consultation with the CE/UM, plans the selection interviews;
• Selection interviews are conducted by CE and UM;
• CE advises UM on suitability;
• UM agrees the proposed appointment with the Manager Operations;
• The Manager Operations appoints the PLOU for a one-year term;
• UM informs the appointed and rejected candidates;
• UM informs the relevant People Manager (PM) about the appointed and non-appointed candidates;
• The PM takes care of the mutation by completing the workflow;
• UM informs the PM of the employee in question about the agreements made;
• After a positive evaluation by UM/CE after one year, UM will propose the appointment as PLOU to the Manager Operations and informs the PM;
• This evaluation shall be recorded by means of the Evaluation form additional role;
• Manager Operations appoints the PLOU.
• PM fills in the workflow so that the employment condition consequences of the appointment can be processed by HR.

After his appointment, a PLOU initially receives an allowance of one increment in salary scale 12. An evaluation will take place after one year. If the evaluation is positive, the lecturer is permanently appointed as PLOU. If the PLOU is already Lecturer 1, he will not receive an allowance and there is no probationary year.

When appointed as PLOU, after the 1st trial year, the following employment condition scenarios apply:

• Lecturer 1: does not receive a salary adjustment when fulfilling the role of PLOU.
• Lecturer 2, with master's degree programme or 3 obtained Senior Teaching Qualifications (SKO's)
  • is appointed as lecturer 1
  • if the current salary including supplement is higher than the scale minimum of scale 12 applies:
    • The employee is placed in salary scale 12
    • The temporary allowance is included in the fixed gross monthly salary
    • Receives one additional periodic increase (pro rata to appointment size) in scale 12
  • if the current salary including supplement is lower than the scale minimum of scale 12 applies:
    • The temporary allowance is included in the fixed gross monthly salary
    • grading on the minimum of scale 12
• Lecturer 2, without a master's degree programme or 3 obtained Senior Teaching Qualifications (SKO's):
  • Remains appointed as lecturer 2
  • The temporary allowance that the employee receives is extended and increased by one additional standard percentage in scale 12.
  • the further evaluation of the functioning of the employee in the role of PLOU will be included in the regular interview cycle
  • in the case of good/excellent performance, one regular periodic increase (pro rata to the size of the appointment) in salary scale 11 will be awarded per annum on 01/08
  • At the moment that the lecturer's fixed salary reaches the maximum of salary scale 11, the personal allowance will be increased annually in the event of good/excellent performance by an amount equal to 1 regular periodic increase in salary scale 12, however, up to the maximum of salary scale 12, in the event of the next 01/08 increase;
  • At the moment that the lecturer 2, in the role of PLOU, 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 next month. The salary including the personal allowance shall be scaled horizontally to a fixed salary in scale 12. There will be no additional increase. If the salary including personal allowance is lower than the minimum of scale 12, the lecturer will be placed on the scale minimum of scale 12.

Exception: if on appointment as PLOU 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 increase.

If the role of PLOU is terminated, this will have consequences for the working conditions.

• Lecturer 2: the personal allowance will lapse.
• Lecturer 1: makes agreements with his PM during his development interview on the activities he will undertake to fulfil another role within one year to which a lecturer applies on a scale of 1. If the assessment shows that there is no prospect of a lecturer playing 1 role within a reasonable period of time (a few months), the lecturer will receive a regular periodic increase in salary scale 12, subject to the conditions:
  • he has been assessed as good/excellent for the role of lecturer 2 and
  • the maximum of scale 11 has not yet been reached (growth in scale is frozen to the maximum of scale 11).