Performance based remuneration practices

Types of remuneration pratices

• Salary increment increase

  Annual increment increase

  If, in the opinion of the manager, the employee performs its duties satisfactorily, the salary shall be increased one year after commencement of employment to the next amount in the salary grade (the next salary step). This increment increase shall automatically be granted annually until the employee reaches the maximum salary step of the applicable salary scale.

  Extra increment for outstanding performance

  Managers have the option of awarding extra increments to employees who perform outstandingly. This is one step (a periodic increase) in the employee’s current salary scale. The date of increment will change automatically: counting from the effective date of the extra increment, the employee will automatically receive the annual increment increase 12 months later (unless the extra increment moves the employee in question to the end of their salary scale). This automatic date of increment change cannot be adjusted manually, not even by the HR Service Desk. 

  The awarding of a higher salary step by the manager requires a recommendation by the HR Advisor. In case of a negative recommendation by the HR Advisor, a decision by the manager’s superior is required. If the manager’s superior is the director of operations or service department director, the HR Advisor will submit the decision to the director of HRMAM. If the manager’s superior is the director of HRMAM, the HR Advisor will submit the decision to the director of institutional affairs.      

  To register an extra increment, go to the View and amend employment contract information self-service option in the service portal. In principle, the employee makes the changes themselves, using the self-service option. If necessary, the manager can also do this on behalf of the employee.

• Extra increment in case of promotion

  Employees eligible for promotion to a job profile in a higher salary scale are classified horizontally with effect from the date of promotion. An additional salary step may be awarded according to the CLA.  

  The date of increment will change automatically: counting from the effective date of the extra increment, the employee will automatically receive the annual increment increase 12 months later (unless the extra increment moves the employee in question to the end of their salary scale). This automatic date of increment change cannot be adjusted manually, not even by the HR Service Desk. 

  A promotion and the awarding of a higher salary step require the recommendation of the HR Advisor. Both decisions can only be taken by the manager. In case of a negative recommendation by the HR Advisor, a decision by the manager’s superior is required. If the manager’s superior is the director of operations or service department director, the HR Advisor will submit the decision to the director of HRMAM. If the manager’s superior is the director of HRMAM, the HR Advisor will submit the decision to the director of institutional affairs.    

  To register a promotion, go to the View and amend employment contract information self-service option in the service portal. In principle, the employee makes the changes themselves, using the self-service option. If necessary, the manager can also do this on behalf of the employee.

• Allowances as remuneration

  The manager may award the employee an allowance as a remuneration for exceptional performance beyond the normal requirements of the job. It concerns the following allowances:

  • performance allowance 
  • allowance on other grounds/personal allowance
  • board membership allowance

  For more information, see the page on allowances.

• Bonus

  According to the CLA, managers have the option of awarding bonuses to employees who have performed to a level well beyond their normal position and working hours. Bonuses are gross one-off amounts paid out in a particular month. 

  Any bonus requires the approval of the manager’s superior and HR Advisor. Bonuses exceeding €500 gross are submitted to the director of operations or service department director. If the manager’s superior is the director of operations or service department director, the HR Advisor will submit the decision to the director of HRMAM. If the manager’s superior is the director of HRMAM, the HR Advisor will submit the decision to the director of institutional affairs.    

  The bonus and its motivation will be confirmed in writing to the employee by the manager. A minimal justification for a bonus is given in a report of an interview with the employee, in which details are provided of the underlying reasons for awarding it.

  To apply for a bonus for outstanding performance by an employee, the manager goes to the bonus self-service option in the service portal.  

• Other token of appreciation

  An employee or group of employees can receive an alternative token of appreciation, such as a book voucher. This form of in-kind remuneration, with a value of up to €100 per employee, is included only in the budget justification, along with a description of the grounds for award. Higher amounts must be awarded in the form of a bonus. 

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