With the introduction of job classification Sample Clauses

With the introduction of job classification an important link has been made to the agreements made concerning the new remuneration structure. However, the conditions for the introduction of the new structure are a completed job classification process and an operational appraisal system. It has been agreed that the new remuneration structure will be introduced on 1 January 2006. This agreement was made on 20 November 2003 and is laid down in the CA for universities of applied sciences. The introduction of the new remuneration system requires an operational appraisal system within the institution that meets the criteria of article N-2 of the CA. With regard to the universities of applied sciences that are not yet able to apply an operational appraisal system on 1 January 2006, the parties have made the following temporary additional agreements: 1. Universities of applied sciences that, within the context of article H-3(1), do not yet have an operational appraisal system will be bound by the provision set out in article H-3(2), first indent: ‘a salary increase, within the salary scale, by the standard percentage applicable in the appropriate job grade’. 2. An employee who is of the opinion that he performs his duties excellently may submit a reasoned request to be considered eligible for twice the standard percentage. This request must be submitted to his superior. If the request is rejected, the superior must state the reasons for this within 10 working days. I Zestor, labour market and training fund for higher professional education With the help of the fund, parties to the collective agreement promote and support the sector’s labour market policy, professionalization policy and health policy. The fund stimulates renewals in these three areas, in line with developments in education and society. Both employers’ and employees’ organizations in higher professional education are represented on the board of Zestor. Parties are equally represented in Zestor, which is reflected in the choice of subjects and in the elaboration of these subjects. The board has placed the activities of Zestor in three core tasks: 1 Supporting the collective agreement process Proactively collecting relevant information and initiating and carrying out and initiating research for the collective bargaining process and the sector (universities of applied sciences)

With the introduction of job classification an important link has been made to the agreements made concerning the new remuneration structure. However, the conditions for the introduction of the new structure are a completed job classification process and an operational appraisal system. It has been agreed that the new remuneration structure will be introduced on 1 January 2006. This agreement was made on 20 November 2003 and is laid down in the CA for universities of applied sciences. The introduction of the new remuneration system requires an operational appraisal system within the institution that meets the criteria of article N-2 of the CA. With regard to the universities of applied sciences that are not yet able to apply an operational appraisal system on 1 January 2006, the parties have made the following temporary additional agreements: 1. Universities of applied sciences that, within the context of article H-3(1), do not yet have an operational appraisal system will be bound by the provision set out in article H-3(2), first indent: ‘a salary increase, within the salary scale, by the standard percentage applicable in the appropriate job grade’. 2. An employee who is of the opinion that he performs his duties excellently may submit a reasoned request to be considered eligible for twice the standard percentage. This request must be submitted to his superior. If the request is rejected, the superior must state the reasons for this within 10 working days.