Salary transparency through the new job framework

 

 

KU Leuven is working on a new job framework where all job descriptions are clustered into job families and weighted. Since this job framework forms the basis for the salary policy, these activities cannot proceed without social dialogue.

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ACV Puls asks for this process to continue in all openness and transparency and to eliminate anomalies in the current framework.

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Employees must be well informed about the various steps and their personal situation. Therefore, we request that career history be included in KU Loket. This way, everyone has a benchmark for their own career with core profile, job description, class, and grade.

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In this context, ACV Puls also pays attention to advancement in compensation. In the current system, there comes a point where the ceiling is reached. From that point on, compensation becomes static. However, growth within the job grade can provide a lasting (financial) incentive.

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We are vigilant about certain matters. How are employees involved in creating and assessing the new core profiles? Who sits on the weighting committee? How will the implementation proceed? Is there an appeals procedure for complaints and objections? As long as there is no agreement, the current job framework (OFD) remains in force.

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A salary policy respecting minimum wage scales

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For the salaries of administrative and technical staff, there are overall agreements within the Flemish Community. Positions are classified into four levels of competencies and educational levels with a connection to grades and salary scales.

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ACV Puls has noticed in recent years that KU Leuven takes a lot of freedom in assigning salary scales. It is observed that not all positions comply with the salary norm in job postings. However, the other Flemish universities do adhere correctly to these agreements. KU Leuven works with incremental grades that fall outside this agreement framework. We monitor job postings and report violations.