Frequently Asked Questions
How does the personal supplement work?
If a salary on the new scale is lower than the current salary, a personal supplement will be
calculated. The new salary – that is the salary on the salary scale and if relevant the responsibility
allowance – will be changed upwards with the cost of living adjustment. The personal supplement is
not subject to the cost of living adjustment. If a staff member receives a pay increase as a result of
promotion then the personal supplement will be adjusted accordingly.
Example
Christine is a full time teaching assistant on T11 earning € 38813.79 per year. In the new system
Christine will be placed in scale step 5-5 and she will earn € 36724.69 per year. The difference
between these two amounts is € 2089.10 and this will be Christine’s personal supplement per year
so that she sees no decrease in her gross salary. Christine’s salary scale 5-5 will be increased for the
cost of living adjustment and the personal supplement amount will be frozen.
In December 2012 Christine applies for a position as a teacher at the BSN as in 2011 she got her
PGCE. She is successful and gets the job. Christine will be appointed to scale 9-1. As this new salary
of € 42879.30 euro per year is higher than Christine’s teaching assistants salary plus the personal
supplement – a total of 38813.79 euro - Christine loses her personal supplement the moment she
starts her teacher job.
Changes to scale 7
In order to make sure that scale 7 aligns better in the transfer process scale 7 will be changed as
follows:
Scale 7 as currently proposed
7
35,431.50
7.1
37,025.92
7.2
38,692.08
7.3
40,433.23
7.4
42,252.72
7.5
44,154.10
7.6
46,141.03
2,952.63
3,085.49
3,224.34
3,369.44
3,521.06
3,679.51
3,845.09
Scale 7 as newly proposed
7
35,631.50
7.1
37,234.92
7.2
38,910.49
7.3
40,661.46
7.4
42,491.23
7.5
44,403.33
7.6
46,401.48
2,969.29
3,102.91
3,242.54
3,388.46
3,540.94
3,700.28
3,866.79
Salary increases as a result of the introduction of the new Pay Structure
There is only one group of staff identified who will receive a higher salary as a result of the
introduction of the new Pay Structure namely the “young teachers” . This is the group of teachers
who were recruited on a pay level that is equivalent to the current upper TA scale and the lower
teaching scale e.g. their current salary ranges from T10 to T12. These colleagues will receive a
higher salary with the introduction of the new Pay Structure.
We do not foresee that other specific groups of staff members will be receiving a significant salary
increase or decrease as a result of the introduction of the new Pay Structure. This is certainly not
the intention. The rationale of the remuneration review is that this process should be cost neutral
and as a result the intention is to transfer staff members to a role description and salary level in the
new structure that is equivalent to their current role and salary. New salaries can be expected to
remain very close to, and probably slightly above, where the current salaries are.