{"id":703,"date":"2020-11-11T17:24:43","date_gmt":"2020-11-11T14:24:43","guid":{"rendered":"https:\/\/oigusaktid.taltech.ee\/?p=703"},"modified":"2026-04-01T11:10:07","modified_gmt":"2026-04-01T08:10:07","slug":"rules-for-remuneration","status":"publish","type":"post","link":"https:\/\/oigusaktid.taltech.ee\/en\/rules-for-remuneration\/","title":{"rendered":"Remuneration Rules"},"content":{"rendered":"

1. Purpose of the Rules<\/a>
\n2. Definitions<\/a>
\n3. Remuneration scheme<\/a>
\n4. Principles for determining basic salary<\/a>
\n5. Establishment of the terms and conditions of remuneration<\/a>
\n6. Payment of additional remuneration<\/a>
\n7. Payment of performance reward<\/a>
\n8. Payment of bonus<\/a>
\n9. Payment of salary and remuneration for annual leave and its calculation <\/a>
\n10. Implementation of the Rules and supervision<\/a>
\n11. Annexes to the Rules<\/a>
\n12. Implementing provisions<\/a>
\nAnnex 1 Staff Categories and the Corresponding Salary Grades<\/a>
\nAnnex 2 Minimum Salary Rates<\/a>
\nAnnex 3 Assessment of Chief Officers and Requirements for Employees<\/a>
\nAnnex 4 Assessment of Officers and Requirements for Employees<\/a>
\nAnnex 5 Assessment of Office Assistants and Requirements for Employees<\/a>
\nAnnex 6 11.6 Assessment of Skilled Workers and Auxiliary Staff and Requirements for Employees<\/a><\/p>\n

The directive is issued pursuant to clause 11 of \u00a7 11 of the Statutes of Tallinn University of Technology.<\/p>\n

1. Purpose of the Rules<\/h1>\n

1.1 The Remuneration Rules (hereinafter the “Rules”) establish the principles and procedures governing the remuneration of employees of Tallinn University of Technology (hereinafter the “university”).<\/p>\n

1.2 The Rules shall be applied in conjunction with the Employment Contracts Act and other legislation governing remuneration, the university\u2019s collective agreement, and the remuneration agreement set out in an annex to the collective agreement.<\/p>\n

1.3 The purpose of the Rules is to ensure fair remuneration by providing that an employee\u2019s remuneration is determined on the basis of the value of the work performed in the position and the employee\u2019s work performance.<\/p>\n

1.4 As a rule, no legal relationships other than an employment contract shall be established with an employee in respect of employment.<\/p>\n

1.5 The university shall determine the remuneration of employees on the basis of the following principles:
\n1.5.1 The average salary in Estonia, changes therein, and developments in the average remuneration for comparable positions in the labour market shall be taken into account. In determining the remuneration for academic positions, the university aims to maintain its position as the highest-paying university in Estonia.
\n1.5.2 In order to ensure security for employees and to strengthen its reputation as a stable employer, the university shall increase the proportion of fixed monthly salary in employees\u2019 remuneration.
\n1.5.3 Remuneration shall be determined taking into account the complexity of the employee\u2019s work, the extent of the employee\u2019s contribution, the uniqueness of the employee\u2019s competencies, and the level of remuneration for comparable positions within the university and in Estonia.
\n1.5.4 Where different methods of calculating remuneration result in differing outcomes, the method more favourable to the employee shall be applied, provided that such an approach can be implemented for all employees at reasonable information system upgrade costs.
\n1.5.5 Each employee is entitled, once per year, either during an annual appraisal interview or in a separate remuneration discussion, to receive an overview of the remuneration levels applicable to the employee\u2019s position and the basis for determining his\/her remuneration.<\/p>\n

2. Definitions<\/h1>\n

For the purposes of these Rules, the following terms shall have the meanings set out below:<\/p>\n

2.1 \u201dadditional remuneration<\/strong>\u201d means remuneration paid by the employer to an employee in addition to the basic salary for the performance of temporary additional duties or in other cases provided for in legislation, the collective agreement, or the employment contract;<\/p>\n

2.2 \u201dbonus<\/strong>\u201d means a one-off payment awarded in recognition of an employee\u2019s outstanding performance or significant contribution to the development of the university or a unit, as provided for in the provisions governing employee recognition established by the university or the unit;<\/p>\n

2.3 \u201cbasic salary<\/strong>\u201d means the fixed monthly remuneration agreed in the employment contract and amended by agreement of the parties; The parties may agree to temporarily increase the employee\u2019s basic salary for a period not exceeding one year for duties of a variable nature.<\/p>\n

2.4 \u201cremuneration discussion<\/strong>\u201d means a discussion between the employee and the head of the structural unit or the employee\u2019s immediate superior regarding the basis for determining the employee\u2019s basic salary, which takes place at least once per year, either during an annual appraisal interview or separately;<\/p>\n

2.5 \u201cperformance reward<\/strong>” means a one-off payment awarded for the exceptional achievement of agreed objectives or for outstanding work performance, in accordance with the terms set out in these Rules;<\/p>\n

2.6 “employer’s representative<\/strong>” means the Rector or an authorised representative of the university who exercises the rights and performs the obligations of the employer;<\/p>\n

2.7 “work performance appraisal<\/strong>” means the evaluation of an employee\u2019s work performance during the period preceding the appraisal, carried out in accordance with the established procedure and on the basis of performance indicators agreed in advance with the employee, and conducted during the annual appraisal interview and attestation;<\/p>\n

2.8 “employee<\/strong>” means a natural person employed by the university under an employment contract;<\/p>\n

2.9 \u201crepresentative of employees<\/strong>\u201d means a representative elected by the trade union (TacTech Professionals Union);<\/p>\n

2.10 \u201dsalary grade<\/strong>” means a classification reflecting the value of a position, to which a fixed minimum salary rate is assigned;<\/p>\n

2.11 \u201dminimum salary rate<\/strong>” means the fixed basic salary corresponding to a salary grade and a unit of time, below which it is not permitted to agree in the case of full-time employment;<\/p>\n

2.12 \u201dremuneration agreement<\/strong>” means an agreement between the university and the representative of the employees concerning minimum salary rates;<\/p>\n

2.13 \u201dterms and conditions of remuneration<\/strong>” means the salary rates, the basic salary paid to employees, and the method of calculation and procedure for the payment of remuneration.<\/p>\n

3. Remuneration scheme<\/h1>\n

3.1 The remuneration scheme for non-academic staff comprises the following components:
\n3.1.1 basic salary;
\n3.1.2 additional remuneration;
\n3.1.3 performance reward;
\n3.1.4 bonus.<\/p>\n

4. Principles for determining basic salary<\/h1>\n

4.1 The Rector shall establish the minimum salary rates in accordance with the remuneration agreement.<\/p>\n

4.2 An employee shall be informed of the determination of his\/her basic salary by the head of the structural unit or by the immediate superior authorised by the head of the structural unit.<\/p>\n

4.3 The basic salary shall be agreed having regard to the following:
\n4.3.1 the staff category, the corresponding salary grade, and the minimum salary rate for that salary grade (Annexes 1 and 2) and, in the case of non-academic staff, the results of the employee\u2019s assessment (Annexes 3\u20136);
\n4.3.2 the sector-specific nature of the position;
\n4.3.3 the salary levels for comparable positions in the labour market;
\n4.3.4 the average salary for comparable positions at the university;
\n4.3.5 the employee\u2019s contribution and initiative in exceeding the requirements of the position;
\n4.3.6 the employee\u2019s qualifications and the uniqueness thereof.<\/p>\n

4.4 Where a temporary increase in the basic salary is agreed for a period not exceeding one year, the following shall be taken into account:
\n4.4.1 the need to temporarily increase the employee\u2019s workload and intensity of work;<\/p>\n

4.5 The basic salary shall not be lower than the applicable minimum salary rate or a proportion thereof corresponding to the employee\u2019s workload.<\/p>\n

4.6 Where the basic salary is temporarily changed, the employee\u2019s permanent basic salary shall also be specified in the employment contract.<\/p>\n

4.7 Where an employee performs duties of different positions, the basic salary shall be based on the minimum salary rate of the higher salary grade.<\/p>\n

5. Establishment of the terms and conditions for remuneration<\/h1>\n

5.1 The terms and conditions of an employee\u2019s remuneration shall be set out in the employment contract.<\/p>\n

5.2 The Rector shall agree on the terms and conditions of remuneration of area directors, deans and other employees directly subordinate to the Rector.<\/p>\n

5.3 Area directors shall agree on the terms and conditions of remuneration of the heads of structural units within their area of responsibility and of employees directly subordinate to them.<\/p>\n

5.4 A dean shall agree on the terms and conditions of remuneration of the heads of structural units within the dean\u2019s school and of employees directly subordinate to the dean.<\/p>\n

5.5 A head of a structural unit shall agree on the terms and conditions of remuneration of employees directly subordinate to the head of the structural unit. A head of a structural unit may delegate the agreement of the terms and conditions of remuneration to the employee\u2019s immediate superior.<\/p>\n

5.6 For the purpose of formalising an agreement, area directors, deans, and heads of structural units shall submit a proposal to the employer\u2019s representative for establishing the employee\u2019s terms and conditions of employment in the form of an employment contract or an annex thereto.<\/p>\n

5.7 The terms and conditions of remuneration shall be agreed and documented in the employment contract or its annex in the month preceding their entry into force. By way of exception, changes to the terms and conditions of remuneration may be documented in the month of their entry into force if:
\n5.7.1 the financing agreement forming the basis for the remuneration is concluded in the same month;
\n5.7.2 the employment contract with the employee is concluded in the same month.<\/p>\n

5.8 Project-based or fixed-term work forming part of the employee\u2019s regular duties shall be reflected in the employee\u2019s task and workload allocation and financing sources and shall be remunerated without changing the employee\u2019s permanent basic salary. Where the content, responsibility, or scope of the employee\u2019s duties changes significantly as a result of additional duties, the remuneration shall be formalised as a temporary change to the basic salary.<\/p>\n

5.9 Where the basic salary agreed with the employee falls within the top 10% of salaries (i.e. above the 9th decile) for the salary grade applicable to the employee\u2019s position, the remuneration shall be approved by the dean or the area director. The Human Resources Office shall disclose to the heads of structural units the top 10% salary levels for each salary grade, as of 30 September and 31 January, based on the basic salaries agreed in employment contracts.<\/p>\n

5.10 The employee\u2019s duties forming the basis for the use of a financing source for remuneration, the financing sources of remuneration, and the allocation proportions of such financing sources shall be approved by the head of the structural unit by way of a financial allocation decision.<\/p>\n

5.11 Where a financial allocation decision includes financing sources requiring documentary evidence to substantiate the use of the source and the performance of the relevant tasks, the decision shall be communicated to the employee for information.<\/p>\n

5.12 Where an employee receives remuneration for which eligibility must be demonstrated to the financier, timesheets shall, where necessary, be completed for the period during which additional duties are performed if additional remuneration is paid. A timesheet shall replace the project workload specified in the financial allocation decision.<\/p>\n

5.13 Where a timesheet is used to record an employee\u2019s working time, or where no documentary evidence of eligibility is required for the financing source specified in the financial allocation decision, the project workload need not be specified in the financial allocation decision.<\/p>\n

6. Payment of additional remuneration<\/h1>\n

6.1 Additional remuneration shall be paid for the performance of temporary, short-term additional duties not agreed in the employment contract and not resulting in a permanent change in the content of the employee\u2019s work or scope of responsibility.<\/p>\n

6.2 The amount of additional remuneration shall:
\n6.2.1 correspond to the volume and complexity of the additional duties performed, or
\n6.2.2 be proportionate to the employee\u2019s basic salary; or
\n6.2.3 in the case of continuing education, consultancy services provided to foreign partners, or expert assessments, be based on the market rate for comparable activities; or
\n6.2.4 comply with the price list established by the university.<\/p>\n

6.3 As a rule, additional remuneration for a full-time employee shall not exceed EUR 1,000 per month.<\/p>\n

6.4 Additional duties shall be considered short-term if they do not exceed five consecutive calendar months. If additional duties are performed for a period exceeding five months, the payment of additional remuneration shall be stipulated in the employment contract.<\/p>\n

6.5 Additional remuneration shall be agreed prior to the commencement of additional duties. Additional remuneration shall be paid no later than the calendar month following the performance of the additional duties. Additional remuneration shall be paid from the funds allocated for that purpose in the structural unit.<\/p>\n

6.6 Additional duties of the same nature or on the same basis must not be formalised as consecutive additional remuneration payments if their total duration exceeds five months.<\/p>\n

6.7 Additional remuneration shall not be paid to supervisors for the successful defence of graduation theses.<\/p>\n

6.8 Additional remuneration may be granted to an employee in accordance with a procedure approved by the head of the structural unit where the employee\u2019s annual workload of contact teaching or supervision exceeds the workload set out in Annex 3 to the Work Procedure Rules.<\/p>\n

6.9 The decision to grant one-off additional remuneration for the performance of additional duties shall be set out in a financial order.<\/p>\n

7. Payment of performance reward<\/h1>\n

7.1 As a rule, a performance reward shall be paid to employees once per year from funds allocated for that purpose in the structural unit, on the following grounds:
\n7.1.1 achievement of objectives agreed with the employee at a level exceeding expectations or effective performance within the employee\u2019s field of work,
\n7.1.2 significantly outstanding work performance; or
\n7.1.3 the successful initiation or implementation of activities contributing to the development of the university.<\/p>\n

7.2 Where a period of employment of at least one year is taken into account in determining a performance reward, the performance reward shall not be less than the employee\u2019s permanent basic salary for the month preceding payment.<\/p>\n

7.3 The head of a structural unit shall submit to the dean or area director a written proposal, in the form of a financial order, for the payment of a performance reward to an employee, setting out the reasons therefor.<\/p>\n

7.4 The Rector, dean, or area director shall make a decision on the granting of a performance reward.<\/p>\n

7.5 The Human Resources Office shall verify that payment of the performance reward conforms to the rules. The employer\u2019s representative has the right to review proposals for the payment of performance rewards.<\/p>\n

7.6 The decision to grant a performance reward to an employee shall be set out in a financial order.<\/p>\n

8. Payment of bonuses<\/h1>\n

8.1 A bonus shall be paid in accordance with the legislation governing the recognition and acknowledgment of the contributions of employees.<\/p>\n

8.2 The university shall establish employee recognition systems aimed at valuing employees\u2019 commitment, consistently high performance, and outstanding long-term contribution to the development of the university or a unit.<\/p>\n

8.3 The principles of university-wide recognition are laid down in the Regulations on Acknowledgement and Insignia. Employee recognition systems within structural units shall be approved by an order of the head of the structural unit or the dean.<\/p>\n

8.4 The acts on the basis of which bonuses are paid within structural units shall be approved by the Human Resources Office.<\/p>\n

8.5 The decision to grant a bonus to an employee shall be set out in a financial order.<\/p>\n

9. Payment of salary and remuneration for annual leave and its calculation<\/strong><\/h1>\n

9.1 An employee\u2019s remuneration shall be paid once per month to the bank account specified by the employee, in accordance with the terms set out in the employment contract, on the date specified in the university\u2019s Work Procedure Rules. The university shall bear any costs arising from the transfer.<\/p>\n

9.11 Remuneration for annual leave shall be paid no later than the penultimate working day before the leave begins or, by agreement between the employer and the employee, in instalments on paydays.<\/p>\n

9.2 Remuneration for annual leave shall be calculated in accordance with the Regulation of the Government of the Republic \u201cConditions and Procedure for Payment of Average Wages\u201d, as follows:
\n9.2.1 where the employee has received fixed remuneration during the six months preceding the calculation month, remuneration for annual leave\u00a0 shall be calculated on the basis of that fixed remuneration;
\n9.2.2 where the employee\u2019s remuneration has varied during the six months preceding the calculation month, remuneration for annual leave\u00a0 shall be calculated on the basis of the average remuneration over those six months, unless the remuneration calculated in accordance with clause 9.2.1 is higher, in which case the higher amount shall apply.
\n9.2.3 Upon termination of the employment contract, the head of the structural unit may waive the recovery of remuneration for unearned annual leave.<\/p>\n

10. Implementation of the Rules and supervision<\/h1>\n

10.1 The head of a structural unit shall be responsible for the implementation of the Rules within the structural unit and shall ensure that remuneration is substantiated and transparent and that employees are informed of the remuneration procedure.<\/p>\n

10.2 The dean shall shape the remuneration policy of the school and shall monitor its implementation within the school. Where necessary, the dean may establish additional terms and conditions of remuneration in compliance with the Rules and may require compliance therewith.<\/p>\n

10.3 The Human Resources Office shall exercise supervision over the implementation of the Rules and shall prepare surveys, analyses, and proposals for the relevant management staff.<\/p>\n

11. Annexes to the Rules<\/h1>\n

The Rules include the following Annexes:
\n11.1 Staff Categories and the Corresponding Salary Grades (Annex 1);
\n11.2 Minimum Salary Rates (Annex 2);
\n11.3 Assessment of Chief Officers and Requirements for Employees (Annex 3);
\n11.4 Assessment of Officers and Requirements for Employees (Annex 4);
\n11.5 Assessment of Office Assistants and Requirements for Employees (Annex 5);
\n11.6 Assessment of Skilled Workers and Auxiliary Staff and Requirements for Employees (Annex 6).<\/p>\n

12. Implementing provisions<\/h1>\n

13. The terms and conditions of remuneration agreed in existing employment contracts shall remain in force until amended by mutual agreement of the parties or until their expiry.<\/p>\n

14. Upon amendment of employment contracts, structural units shall ensure that the terms and conditions of remuneration are brought into conformity with these Rules.<\/p>\n

15. I hereby repeal the Remuneration Rules (approved by Rector\u2019s directive No 30 of 31.08.2021, amended by Rector\u2019s directive No 1 of 10.01.2022, directive No 6 of 27.01.2022, directive No 25 of 19.05.2022, directive No 55 of 03.11.2022, directive No 1 of 16.01.2023, directive No 47 of 18.12.2023, directive No 38 of 21.10.2024, directive No 41 of 19.11.2024, directive No 2 of 16.01.2025).<\/p>\n

16. The directive shall enter into force on 1 April 2026.<\/p>\n

 <\/p>\n

\n

Annex 1
\nto Remuneration Rules<\/p>\n

Staff Categories and the Corresponding Salary Grades<\/h3>\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n
Staff category<\/strong><\/td>\nOfficial title<\/strong><\/td>\nSalary grada<\/strong><\/td>\n<\/tr>\n
Academic positions<\/strong><\/td>\nTenured Professor<\/strong><\/td>\nFull professor<\/td>\n11<\/strong><\/td>\n<\/tr>\n
Associate professor<\/td>\n10<\/strong><\/td>\n<\/tr>\n
\u00a0<\/span><\/span><\/span><\/td>\nAssociate professor<\/td>\n10<\/strong><\/td>\n<\/tr>\n
Professor<\/strong><\/td>\nAssistant Professor\u00a0<\/span><\/span><\/span><\/td>\n9<\/strong><\/td>\n<\/tr>\n
\u202f<\/b>\u00a0<\/span><\/span><\/span><\/td>\nProfessor of practice<\/td>\n9\u221211<\/strong><\/td>\n<\/tr>\n
Adjunct professor<\/td>\n9\u221211<\/strong><\/td>\n<\/tr>\n
Research professor<\/td>\n9\u221211<\/strong><\/td>\n<\/tr>\n
Lecturer<\/strong><\/td>\nSenior lecturer<\/td>\n9<\/b><\/td>\n<\/tr>\n
Lecturer (PhD)<\/td>\n8<\/strong><\/td>\n<\/tr>\n
Lecturer<\/td>\n7<\/strong><\/td>\n<\/tr>\n
Researcher<\/strong><\/td>\nLeading researcher<\/td>\n11<\/strong><\/td>\n<\/tr>\n
Senior researcher<\/td>\n9<\/strong><\/td>\n<\/tr>\n
Researcher<\/td>\n8<\/strong><\/td>\n<\/tr>\n
Early stage researcher<\/td>\n6<\/strong><\/td>\n<\/tr>\n
Non-academic<\/strong>
\npositions<\/span><\/strong><\/td>\n		managing staff<\/strong><\/td>\n\u202f\u00a0<\/span><\/span><\/span><\/td>\n\u202f\u00a0<\/span><\/span><\/span><\/td>\n<\/tr>\n
Area Director<\/td>\nVice-Rector, Area Director<\/td>\n12<\/strong><\/td>\n<\/tr>\n
Dean<\/td>\n\u202f\u00a0<\/span><\/span><\/span><\/td>\n11<\/strong><\/td>\n<\/tr>\n
Head of Department<\/td>\n\u202f\u00a0<\/span><\/span><\/span><\/td>\n10<\/strong><\/td>\n<\/tr>\n
Head of an Administrative and Support Unit<\/td>\n\u202f\u00a0<\/span><\/span><\/span><\/td>\n9<\/strong><\/td>\n<\/tr>\n
officer<\/strong><\/td>\n\u202f\u00a0<\/span><\/span><\/span><\/td>\n\u202f\u00a0<\/span><\/span><\/span><\/td>\n<\/tr>\n
Chief officer<\/td>\n\u202f\u00a0<\/span><\/span><\/span><\/td>\n6\u22128<\/strong><\/td>\n<\/tr>\n
Officer<\/td>\n\u202f\u00a0<\/span><\/span><\/span><\/td>\n4\u22126<\/strong><\/td>\n<\/tr>\n
office assistant<\/strong><\/td>\n\u202f\u00a0<\/span><\/span><\/span><\/td>\n3\u22125<\/strong><\/td>\n<\/tr>\n
skilled worker and auxiliary worker<\/strong><\/td>\n\u202f\u00a0<\/span><\/span><\/span><\/td>\n3\u22124<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

<\/p>\n

 <\/p>\n

\n
\n

Annex 2
\nto Rules for Remuneration<\/p>\n<\/div>\n

Minimum Salary Rates<\/h3>\n\n\n\n\n\n\n\n\n\n\n\n\n\n
Salary grade<\/strong><\/td>\nMinimum salary rate for full-time employment (EUR) from 01.01.2026<\/strong><\/td>\n<\/tr>\n
3<\/strong><\/td>\n983<\/td>\n<\/tr>\n
4<\/strong><\/td>\n1,092<\/td>\n<\/tr>\n
5<\/strong><\/td>\n1,263<\/td>\n<\/tr>\n
6<\/strong><\/td>\n1,608<\/td>\n<\/tr>\n
7<\/strong><\/td>\n2,256<\/td>\n<\/tr>\n
8<\/strong><\/td>\n2,764<\/td>\n<\/tr>\n
9<\/strong><\/td>\n2,958<\/td>\n<\/tr>\n
10<\/strong><\/td>\n3,150<\/td>\n<\/tr>\n
11<\/strong><\/td>\n3,406<\/td>\n<\/tr>\n
12<\/strong><\/td>\n3,527<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n
\n

Annex 3
\nto Remuneration Rules<\/p>\n

Assessment of Chief Officers and Requirements for the Employees<\/strong><\/h3>\n

Chief Officer<\/strong> \u2013 a leading specialist in his\/her field whose duties include the development and supervision of employees and\/or the management of work processes. The position requires a high degree of specialisation, as well as the ability to analyse, prevent and resolve problems, and to cooperate \/coordinate work in the field.<\/p>\n\n\n\n\n\n\n\n\n\n\n\n
No<\/span><\/b><\/td>\nRequirements<\/strong><\/td>\nSalary grade<\/strong><\/td>\n<\/tr>\n
8<\/strong><\/td>\n7<\/strong><\/td>\n6<\/strong><\/td>\n<\/tr>\n
1.<\/td>\nManagement<\/td>\nPeople, processes and resources<\/td>\nPeople and\/or processes<\/td>\nPeople and\/or processes<\/td>\n<\/tr>\n
2.<\/td>\nDevelopment of the field<\/td>\nPrimary responsibility<\/td>\nPrimary responsibility<\/td>\nKey secondary responsibility<\/td>\n<\/tr>\n
3.<\/td>\nLiability<\/td>\nOverall responsibility<\/p>\n

Field\/speciality<\/td>\n

Overall responsibility<\/p>\n

Field\/speciality<\/td>\n

Overall responsibility
\nField\/speciality\/the specific position<\/td>\n<\/tr>\n
4.<\/td>\nScope of impact<\/td>\nUniversity-wide and external<\/td>\nUniversity-wide or at unit\/area level<\/td>\nAt unit\/Area level<\/span><\/td>\n<\/tr>\n
5.<\/td>\nComplexity, novelty, diversity of tasks<\/td>\n\u00a0All attributes apply<\/td>\n\u00a0All attributes apply<\/td>\nAll attributes apply<\/td>\n<\/tr>\n
6.<\/td>\nEducation<\/td>\nMaster\u2019s degree or an equivalent qualification<\/td>\nMaster\u2019s degree or an equivalent qualification<\/td>\nMaster\u2019s degree or an equivalent qualification<\/td>\n<\/tr>\n
7.<\/td>\nSkills<\/td>\nForeign language proficiency at C1 level<\/p>\n

Good computer skills<\/p>\n

Very good cooperation skills<\/td>\n

Foreign language proficiency at B2level<\/p>\n

Good computer skills<\/p>\n

Very good cooperation skills<\/td>\n

Foreign language proficiency at B2 level<\/p>\n

Good computer skills<\/p>\n

Very good cooperation skills<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

 <\/p>\n

\n

Annex 4
\nto Remuneration Rules<\/p>\n

Assessment of Chief Officers and Requirements for the Employees<\/h3>\n

Officer<\/strong> \u2212 independently ensures the operation and development of defined processes and resolves problems.<\/p>\n\n\n\n\n\n\n\n\n\n\n\n
No<\/strong><\/td>\nRequirements<\/strong><\/td>\nSalary grade<\/strong><\/td>\n<\/tr>\n
6<\/strong><\/td>\n5<\/strong><\/td>\n\u00a04<\/strong><\/td>\n<\/tr>\n
1.<\/td>\nManagement<\/td>\nProcesses<\/td>\nProcesses<\/td>\nProcesses<\/td>\n<\/tr>\n
2.<\/td>\nDevelopment of the field<\/td>\nPrimary responsibility or key secondary responsibility<\/td>\nKey secondary responsibility<\/td>\nSecondary responsibility<\/td>\n<\/tr>\n
3.<\/td>\nLiability<\/td>\nOverall or shared responsibility<\/p>\n

Field\/speciality<\/td>\n

Shared responsibility<\/p>\n

Field\/speciality or position<\/td>\n

Shared responsibility<\/p>\n

Position<\/td>\n<\/tr>\n

4.<\/td>\nScope of impact<\/td>\nUniversity-wide or at unit\/area level<\/td>\nAt unit\/area level<\/td>\nAt unit\/area level<\/td>\n<\/tr>\n
5.<\/td>\nComplexity, novelty, diversity of tasks<\/td>\nAll attributes apply<\/td>\nAt least 2 attributes apply<\/td>\nAt least 1 attribute applies<\/td>\n<\/tr>\n
6.<\/td>\nEducation<\/td>\nHigher education<\/td>\nHigher education<\/td>\nSecondary (vocational) education<\/td>\n<\/tr>\n
7.<\/td>\nSkills<\/td>\nForeign language proficiency at B2 level<\/p>\n

Good computer skills<\/p>\n

Very good cooperation skills<\/td>\n

Foreign language proficiency at B1 level<\/p>\n

Good computer skills<\/p>\n

Good cooperation skills<\/td>\n

Foreign language proficiency at B1 level<\/p>\n

Computer skills<\/p>\n

Good cooperation skills<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

 <\/p>\n

\n

Annex 5
\nto Remuneration Rules<\/p>\n

Assessment of Office Assistants and Requirements for Employees<\/h3>\n

Office Assistant<\/strong> \u2013 duties include the collection, storage, and processing of information, as well as clerical and secretarial work, simple financial operations, and the provision of information services. The role is aimed at ensuring the effective operation of defined processes or the performance of specific functions.<\/p>\n\n\n\n\n\n\n\n\n\n\n
No<\/strong><\/td>\nRequirements<\/strong><\/td>\nSalary grade<\/strong><\/td>\n<\/tr>\n
5<\/strong><\/td>\n4<\/strong><\/td>\n3<\/strong><\/td>\n<\/tr>\n
1.<\/td>\nInstruction of employees<\/td>\nOrganisation\/coordination of work<\/td>\n\u2212<\/span><\/b><\/span><\/span><\/td>\n\u2212<\/span><\/b><\/span><\/span><\/td>\n<\/tr>\n
2.<\/td>\nProvision of assistance to clients<\/td>\nDuty of significant importance<\/td>\nDuty of significant or minor importance<\/td>\nDuty of minor importance<\/td>\n<\/tr>\n
3.<\/td>\nLevel of discretion<\/td>\nModerate<\/td>\nModerate\u00a0or low<\/td>\nLow<\/td>\n<\/tr>\n
4.<\/td>\nComplexity, novelty, diversity of tasks<\/td>\nModerate<\/td>\nModerate\u00a0or low<\/td>\nLow<\/td>\n<\/tr>\n
5.<\/td>\nEducation<\/td>\nHigher education<\/td>\nSecondary (vocational) education<\/td>\nSecondary (vocational) education<\/td>\n<\/tr>\n
6.<\/td>\nSkills<\/td>\nForeign language proficiency at B1 level<\/p>\n

Good computer skills<\/p>\n

Good cooperation and communication skills<\/td>\n

Foreign language proficiency at A2 level<\/p>\n

Computer skills<\/p>\n

Cooperation and communication skills<\/td>\n

Foreign language proficiency at A2 level<\/p>\n

Computer skills<\/p>\n

Cooperation and communication skills<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

\n

Annex 6
\nto Remuneration Rules<\/p>\n

Assessment of Skilled Workers and Auxiliary Staff and Requirements for Employees<\/h3>\n

Skilled worker and auxiliary worker<\/strong> \u2013 duties consist of relatively simple and repetitive tasks involving limited or moderate novelty and variety and may, depending on the position, include the use of complex tools. The role is aimed at the skilled and timely performance of specific tasks or operations.<\/p>\n\n\n\n\n\n\n\n\n
No<\/span><\/b><\/td>\nRequirements<\/strong><\/td>\nSalary grade<\/strong><\/td>\n<\/tr>\n
4<\/strong><\/td>\n3<\/strong><\/td>\n<\/tr>\n
1.<\/td>\nInstruction of employees<\/td>\nOrganisation\/
\ncoordination of work<\/td>\n		\u2013<\/span><\/b><\/span><\/span><\/td>\n<\/tr>\n
2.<\/td>\nLevel of discretion<\/td>\nModerate<\/td>\nModerate or low<\/td>\n<\/tr>\n
3.<\/td>\nComplexity, novelty, diversity of tasks<\/td>\nModerate<\/td>\nLow<\/td>\n<\/tr>\n
4.<\/td>\nEducation and work experience<\/td>\nSpeciality-related vocational education and work experience<\/td>\nSpeciality-related vocational education<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

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