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1
The Belgium Experience
Diederik Mangeleer
Chief Administrator Ghent University
Friday – session 3
Turin – March 23-24
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Map of Belgium
Diederik Mangeleer
IN BELGIUM, THE COMMUNITIES ARE RESPONSABLE FOR
EDUCATION
- Three communities, viz. The Flemisch, the French and the German Communities.
- Staff policy determined by the regulations by the Flemish Community.
- Historical development to autonomy: individual decisions are increasingly being taken within the university.
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In Belgium, The communities are responsible for education
Diederik Mangeleer
FTE KUB KUL UA UGENT UHASSELT VUB TOTAL
IAP 33,45 955,40 404,95 695,10 105,20 318,95 2.513,05
AAP 20,60 550,10 266,00 694,75 66,15 220,19 1.817,79
WP 17,18 3.312,10 794,73 2.177,02 247,46 802,45 7.350,94
ATP 20,40 1.434,99 564,48 1.271,55 100,24 431,90 3.823,56
CATP 14,00 946,91 380,26 778,21 88,67 353,51 2.561,56
TOTAL 105,63 7.199,50 2.410,42 5.616,63 607,72 2.127,00 18.066,90
% 0,58% 39,85% 13,34% 31,09% 3,36% 11,77% 100,00%
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Sources of the regulation on the legal status of University staff (1)
• decree;• resolution of the Flemish government;• ministerial order;• collective agreements;• university regulations;• employment contract;• individual resolutions.
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Sources of the regulation on the legal status of University staff (2)
Collective agreements:
• are negotiated in advance with the representative unions;• in the Flemish consultation committee for all universities;• in negotiation or consultation committees at university level.
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Sources of the regulation on the level status of University Staff (3)
Matter 1:
Fundamental principles of the regulation on the legal status:
• administrative regulation on the legal status;• the financial regulation on the legal status;• collective agreements.
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Sources of the regulation on the legal status of University staff (4)
Matter 2:
Organisational measures for education with a direct effect:• on the hours of employment;• on the organisation of the work;
but also establishing the available financial space (subsidies)and determining how to fill that space.
In short, all staff related problems.
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Sources of the regulation on the legal status of University staff (5)
Flemish Consultation Committee (FCC):
Composition:• Delegation of the Flemish Government (Prime Minister, Minister of
Education, …..);• Delegation of the representative unions who represent the staff;• Delegation that governs the universities, colleges and represent the
associations.
(associations are non-profit institutions that comprises a university offering Bachelor and Master programmes and at least one college)
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Sources of the regulation on the legal status of University staff (6)
Negotiation and consultation committees at institutional level: Prior bilateral negotiations or consultation of the institution with the representative
unions merely with respect to staff categories with the exception of the corps of
professors.
Matter: additional regulations at the level of: • administrative regulation on the legal status: among other things recruitment – and • promotion procedures ATP;• the financial regulation on the legal status: compensation for special performances;• work organisation (employment contract);• the establishment.
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Staff members of the universities – categories (1):
1 paid with means of the government allowance:- IAP (independent academic personnel) or the corps of professors;- AAP (assisting academic personnel);- ATP (administrative and technical personnel);- Guest professors (max. 5 %).
2 Personnel paid with means of the Patrimony gathered from research projects and scientific services:
- Scientific employees;- contractual administrative and technical personnel.
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Staff members of the universities – categories (2):
Differences in regulation on the legal status:
- Regulation on the legal status of the staff members paid with means of the government allowance is unilaterally determined by the university. Gathering government pension: max. 75% of the highest salary received. (exception guest professors);
- Personnel paid with means of the Patrimony is appointed with an employment contract (bilateral agreement);
- obtain a private pension equal to 60 % of the average career salary with a maximum of 1,500 euro;
- higher amounts are due for the contractual personnel concerning NOSS – personnel cost is 25 % higher.
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Staff members of the universities – categories (3):
Differences for the staff members themselves are actually not that
great:
• an equal regulation on the legal status is aspired;• an additional pension insurance, that approaches the pension
benefits of the personnel paid with the government allowance, is concluded.
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Establishment (1)
Determines the global formation of the academic personnel and the
ATP:
• per calendar year;• the means allowed;• the estimated occupancy rate;• expressed in Full time equivalents.
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IAP = maximum 70 % of the academic establishment,
Guest professors are appointed outside the establishment
( max. 5 % of the academic establishment).
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Establishment (2)
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A staff member can only be appointed in a vacancy, provided in the
establishment.
Staff allocation only occurs by means of allocation models: • to faculties;• to the central administration.
The allocation models are based upon the finance criteria from the annual
operation allowance and with regard to education - and research load.
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Establishment (3)
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Assignment IAP
• Education;• Research;• Scientific services: performances towards a third party based upon
the knowledge, the results of scientific research or thematic scientific research or technology.
Some mandates are granted exclusively for a research assignment.
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Conditions concerning the exercise of the IAP position
Requirements:- a doctorate obtained with a doctoral dissertation.
Exceptions:- part-time professors in case of exceptional scientific merit or specific expertise- guest professors.
The candidates are compared according to:- their educational-- and scientific qualities in their domain
Teaching classes in Dutch.
Publication of the vacancy in Dutch and English.
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IAP levels
First subcadre:- lecturer, senior lecturer.
Second subcadre:- professor, full professor.
Each degree is directly accessible or through promotion.
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IAP promotion
- non-contingent: raise in the salary scale after positive evaluation;- contingent: raise after vacancy and after internal competition,
especially based upon scientific output such as publications and citations.
Systems vary per form institution to institution:- e.g.. UGhent: within subcadre non-contingent;- e.g.. UGhent: from lower to higher subcadre: contingent.
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IAP non-contingent promotions Requirements:
• Evaluation score: good to very good;• Evaluation is held at least every 5 years; • Evaluation with respect to education: via the students for instance; • Evaluation with respect to research: based upon research
publications, citations and valorisations (spin-offs, licenses and patents,…);
• Evaluation with respect to services (scientific service such as e.g. assessments, lab tests and social service such as managerial responsibility).
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IAP contingent promotions
Requirements:
To be of high scientific level and compete with the other candidates in the
field of education and research (A1-publications, citations,….).
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Evaluation IAP
- at least every 5 years, during the first evaluation after 3 years at the most;
- rules determined by the university board;- appeal possible to an independent institution of appeal.
Sanction dismissal: - after two consecutive, negative evaluations;- after three negative evaluations during the professional career.
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IAP – financial regulation on the legal status (1)Salary
1. The salary scales are stipulated by a Resolution of the Flemish Government. The scales are hence equal for all IAP with the same level.
2. It was argued during collective agreements negotiations that the salary scales are not in keeping with the market.
The public office:
the highest salary scale of a full professor used to be equal to the highest salary scale of the senior official (secretary-general) of a ministry.
Now : salary of senior official is significantly higher.
In the private sector: salaries IAP significantly lower.
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IAP financial regulation on the legal status (2)Salary scales
Table gross salary per month – March 2007
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Minimum Maximum
Lecturer Scale 1 3490 5145
Scale 2 3530 5536
Senior lecturer Scale 1 3997 6279
Scale 2 4053 6815
Professor 4680 7144
Full professor 5242 8008
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IAP – financial regulation on the legal status (2)
Compensations and allowances:
• Within the scope of exercising a managerial mandate: e.g. the dean (800 euro per month);
• through coryfeeën allowance: a bonus allowed by the University Board after evaluation of the achieved performances. Has been applied in rare occasions up until now;
• Personal compensation for performances within the scope of the postgraduate education: not exceeding half of the overall earnings from postgraduate education after deducting the expenses;
• Vacation allowance around 92 % of the monthly pay of april;
• End-of-year bonus around 53 % of the monthly pay of november.
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IAP – sidelines (1)
• Sidelines are other professional activities or other activities that are exercised next to the main occupation.
• Only possible in case of agreement of the university board.
• Annual publication in the Belgian Law Gazette of the sidelines of the academic personnel with at least a part-time assignment.
• When the paid activity occupies a large portion of the time, the assignment becomes part-time.
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IAP – sidelines (2)
Paid activity that occupies a large portion of the time:
1. an activity that comprises more than two half days;
2. an activity that occurs on a list, determined by the Flemish Government :
• member of a parliament;• exercise a profession or independent occupation, mandate of a
business manager or delegated manager of a partnership;• an educational activity at a different university that comprises more
than 2 half days a week.
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Complete or partial interruption of appointment on full pay
1. the sabbatical leave or the leave to reenergize (max. 2 year throughout the entire career);
2. during the period of a guest professorship at a different university ;3. the occupation of a chair at a foreign university;4. the exercise of scientific assignments at other institutions (except
Flemish universities). In case of paid activities, the amounts accrue to the university.
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AP – disciplinary regulations (1)
Disciplinary punishments:
• Written reprimand;• Complete or partial suspension for a definite period while completely
or partially withholding the salary;• Degradation;• Dismissal.
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AP – disciplinary regulations (2)
Apart from imposing disciplinary punishment, the university board can also suspend a professor in the interest of the department:• in case of criminal prosecution;• if this is required in the interest of the university.
The university board determines:• grounds that can lead to disciplinary punishment;• the corrective procedure;• the conditions to erase the disciplinary punishment in the staff files.
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The termination of the IAP appointment
1. voluntary resignation;2. reach the retiring age, not before the age of 60 and at 65 at the
most;3. absence due to illness for more than 666 working days;4. absence for more than 222 working days from the age of 60;5. dismissal as a disciplinary punishment.
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Early retirement of the IAP
The university board can, in case of early retirement, give permission to continue part of the activities concerning research, education and scientific service.
An allowance can be granted until the end of the academic year where he reaches the age of 65.
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Government pension for the IAP
Government pension:
Salary average of the five consecutive years in which he earned the most, multiplied by a fraction:- in the numerator: number of years of activity in the government sector and
the years of study from the age of 20 until the year of retirement- and in the denominator 60.Maximum pension = 45/60th or 75 % of the salary of the secretary general of the
federal government.
The denominator for the IAP is 30. Because of this he is able to reach the maximum pension faster.
Maximum amount of government pension: a little less than 75% of the maximum salary of a full professor.
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AAP
Recruitment: in 2 year mandates, twice extendable.
After achieving doctorate, possible assistant doctor.
Assistant doctors can be appointed for two terms of three years at the most.
Activity AAP: devote at least half on research
Assistant doctors are allowed to teach 30% of the time.
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AAP – Financial status
Table gross salary AAP – March 2007
Sidelines: same regulation as for IAP
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AAP MINIMUM MAXIMUM
ASSISTANT 2738 4634
ASSISTANT DOCTOR 3392 5288
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ATP – administrative and technical personnel
Provides support for the educational, scientific and social assignment of the university:
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Table ratio AP/ATP KUB KUL UA UGent UHASSELT VUB TOTAL
IAP + AAP + SE 71,23 4.817,60
1.465,68 3.566,87 418,81 1.341,59
ATP + CATP 34,40 2.381,90
944,74 2.049,76 188,91 785,41
PROPORTION AP/ATP
2,07 2,02 1,55 1,74 2,22 1,71 1,88
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ATP – administrative and technical personnel
Diederik Mangeleer
Provides support for the educational and scientific assignment of the university.
There are 4 levels: Level A: accessible for master;Level B: accessible for professional bachelor;Level C: accessible for secondary education;Level D: no diploma required.
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ATP - Establishment
Establishment comprises the whole of positions conveyed into fulltime units and the linked degrees.
A function description and profile are determined for each position.
The functional classification connects the degrees with a function.
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ATP – Recruitment and promotion
The university board stipulates the regulations concerning recruitment and promotion.
The regulations should respect objectivity and equal treatment.Recruitment:- after a public vacancy;- a competitive recruitment procedure is used.
The recruitment is followed by an internship of at least one month and one year at the most.
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ATP – Recruitment and promotion
Promotion: designation or appointment to a position of a higher degree.
Distinction : non-contingent promotion and contingent promotion
The non-contingent promotion: • periodical raise in the salary scale; • or a flat career.
The contingent promotion: in transition to a higher level or position.
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ATP – evaluation
At least every 5 years.
The criteria, determined by the university board are for instance:
- be able to work qualitatively; - be able to work quantitatively;
- take responsibility; - show initiative;- be customer-oriented; - be flexible;- show willingness to learn; - be able to function in a team.
Manage (only for executives).
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ATP - salary
Table gross salary ATP – March 2007:
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LEVEL DEGREE MINIMUM MAXIMUM
A 13 5432 7144
12 4568 6279
9 3029 4473
7 2458 3791
B 6 2375 3433
4 1836 2821
C 3 1619 2571
D 2 1470 1979
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Contractual Scientific personnel
- on research projects or within the scope of service;
- employed by means of an employment contract; - no siphoning possible towards the statutory executives.
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Contractual ATP
- on research projects or within the scope of service;
- employed by means of an employment contract;
- no siphoning possible towards the statutory executives,
unless they are recruited according to the same objective procedures as the statutory personnel.
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IAP needs
Remuneration is no longer in keeping with the market of the private sector.
Too much red tape that cannot be assumed by the supporting personnel (drawing up and accounting for projects such as time –sheets, audits, VAT … )
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AAP needs
Sometimes they are not given enough time to do research and student guidance is very time-consuming.
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