HUMANE
Heads of University Management & Administration
Network in Europe
SEMINAR
Universidade de Lisboa
Friday 24th
to Saturday 25th March 2006
Human
Resources and Pay Frameworks
Session 1 -Presentation of
the Portuguese system of University staff management and pay framework
Margarida
Mano, Universidade de Coimbra (PT)
Abstract not
received
Session 2 -Presentation of the French system of
University staff management and pay framework. Joint
presentation by:
François
Paquis, Université Blaise Pascal, Clermond-Ferrand, President of French
Association of University secretary-generals
Magadalena
Miatello, Ecole Nationale Supérieure d'Arts et Métiers
Marylène Meston de
Ren, Ecole Normal Supérieure, Paris
Gérard Cordier,
Ecole Nationale Supérieur de Mécanique de Paris (FR)
The French
system of University staff management and pay framework is basically depending
of the French system of civil service. Most of academic and non academic
employees are civil servants recruited generally by national selective
examinations, appointed by the ministry of higher education and their wages are
paid by the budget of the State and not by the special budget of each
university.
Because of
that national framework careers and pays depend mainly from national regulation
and the opportunities of each university to have an active local policy towards
personnel are weak.
But in spite
of this great centralization and a very strait legal framework, French
universities have a part of influence on recruitment and career processes .And
this part of autonomy is growing both because of the Civil service
modernization plans which are implementing by the French government and because
of a lot of measures which tend to give more administrative and financial
autonomy to universities.
Session
3 – University Human Resources and Pay Framesorks in the Czech Republic
Tomáš
Kopřiva, Institute of Chemical Technology, Prague (CZ)
Key moment in the history of
payment scheme on Czech HEI was the year 1998, when the new Higher Education
Act No 111/1998 was adopted. Until this breaking event were all HEI state
bodies and all university staff member depend on civil service rules. After
1998 became universities and HEI´s public entities with their own rules and
regulations according common law (Act No 1/1992 on Wages, Recompense for Work
Preparedness and Average Earnings).
The new HE Act made also
crucial dividing of university staff into two groups: academics and “the
others” i.e. non academic staff. Only the first category (academics) has
possibility to elect university representation – Academic Senate, which is the
only authority with power to create internal university regulation including
wage regulations.
As an independent public body
each university can choose its own recruitment and career strategy. The
university is the direct employer. The university has free choice of its staff,
only HE Act contains some regulations concerning to academic staff. Of course,
there are common regulations of Code of Labor Law. There is no problem with
recruiting of staff in the Czech Republic, but there are very tough rules and
limitations in a case of ending of employment, dismissing and replacing. A
trend depends on national political representation – in these days there is in
power socialistic coalition with inclination to make more and strict laws with
goal to protect the employees and to enchain the employers.
Former national pay system of
civil service which was applied on the universities before 1998 was established
on scales of tariff categories according achieved qualification. In each tariff
category (so called tariff class) was so called tariff level depending on the
time spending in one type of occupation
- seniority (so called time automat). In addition to tariff there was
possibility to pay to the staff so called personal wage supplement up to 20 %
of the basic tariff.
The new HE Act has given the
each university a possibility to create its own pay system. Nowadays each
university in the Czech Republic applies its own pay scheme – internal wage
regulation system. These regulations are proposed by rector and approved by
Academic Senate – by people of 1st category (in presentation I’ll
discuss dependency of “other staff” on academics). These regulation differ one
from another – there are some very similar as the old ones with time automat,
on the other hand there are some regulations in which no age and seniority are
playing key role, but the achieved academic grade (lecturer, assistant, fellow,
college lecturer (in CZ called associated professor, equivalent of German
Dozent), professor) and (in case of non academics) their skills, work
experience and references.
Generally we can say that
regulations contain three categories of university staff:
·
academics including university professors,
·
administrative and technical staff,
·
researchers.
There is a possibility to
make individual contracts with some exceptional employees – IT specialists,
registrar, vice-rectors, deans etc.
Regulations usually use
system of tariff categories plus condition of using of personal wage supplement
(generally up to 100 % of tariff). In presentation I’ll show the case of my
university.
The tariff plus personal wage
supplement are called basic earnings. There is also opportunity for both
academics and other staff as well to obtain extra pay (bonuses, premiums) for
some activities:
·
R & D projects,
·
so called research intentions (huge 5 years projects paid by ministry of
education)
·
research contracts with industry or another partners,
·
vocational training,
·
EU projects (6th FWP, European Social Fund),
·
state projects (so called departmental grants),
·
etc.
Incentives could make as much
as twice or tree times more than basic earnings. There is also opportunity to
share profit from patents, licenses and sale of know-how. Generally we can say
that there is more possibility for incentives and the other types of extra money
at research universities, particularly at technical research universities.
Session
4 -Increasing autonomy of Universities and reform of staff and pay framework in
Iceland
Gudmundur
Ragnarsson, Iceland University of Education (IS)
Increased
autonomy of universities in Iceland has brought them increased authority to
select and recruit all staff including academic staff. This however conditioned
by general law on universities and also general law for civil servants.
The ministry
of finance negotiates wage contracts with the trade unions but each university
negotiates an additional agreement which defines wages and terms in more
detail.
The
university/trade union (professors union) contract includes among other things
rules for promotion which are based on performance . The contract also includes
rules for bonus payments etc…
The discussion
of gender equality is an important issue in Iceland and a recent study shows
that at the Iceland University of Education there is very little if any
difference in wages between the genders. This results in interesting because
quite often in other studies there are significant differences.
Session
5 - Presentation of the University staff and pay framework in the Republic of
Ireland
Michael
Gleeson, Trinity College, Dublin (IE)
In Ireland,
the Universities are independent within overall university legislation. They are the direct employers of their staff
and have autonomy in this regard.
University legislation requires that salary levels for different grades
in universities must be approved by the Ministry of Education. The salary
scales have a relationship with grades in the Public service, and overall
salaries are negotiated at national level.
There is
provision for salary scales outside of the national levels, and this will be
described.
The
relationship between the salaries, academic and administrative and support
staff will be shown.
The College
operates both an internal promotion system up to Professional level, but more
normally appoints to Professional level after international competition.
For the most
senior leadership posts in the university, the issue of performance related pay
is being considered – however, the experience in Ireland in regard to
performance related pay for Public service appointees is uneven, mirroring the
position in the OECD.
Universities
are also responsible for superannuation (pension matters) and in many cases, private
pension funds are managed by the institutions.
The level of funding of these superannuation schemes is likely to be a
major problem in the coming years
Part
2. Current technical aspects
Session
6 - Evolutions in Italian University pay system
Pasquale Mastrodomenico, Università degli Studi del
Piemonte Orientale "Amedeo Avogadro (IT)
The aim of this talk is to present the
consequences that Italian Universities have faced, in their competences and
organization, after the evolution process pf the pay system from the Eighties
onwards.
The complexity is mainly due to the
distinctions between professors, researchers and technical-administrative staff
as well. The differences in terms of recruitment, career, duties and retirement
play a substantial role in building the whole system; the coexistence of the
national establishment and local rules increases the difficulties of managing
the pay methods.
The balance of necessities, goals, incentives
and results is a continuous challenge!
Session
7 -Human resources strategies and compensation plans
Ines Fabbro, Università di Bologna (IT)
HR strategies have repercussions and consequences on
the most administrative and economical aspects of personnel management .
There are systems ,as well as organisational
solutions and tools, that can support university managers in fostering equity
in HR development, always in respect of the mission and long-term strategy of
our institutions.
2 case studies will be examined :
- Personnel spending Simulator
- Project on equity of salary Plans
Session 8 – The University
Pay System Reform in Finland
Roger Broo, Åbo Akademi
University (FI)
Abstract not
received
Session 9 - Presentation of
a reward model for administration staff linking some payments to performance
indicators
José-Luis
Moraga, Universitad de Castilla-La Mancha (ES)
Abstract not
received