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RS 412.106.141 Order of the IFFP Council of 27 January 2016 on staff of the Federal Institute for Higher Education in Vocational Training (IFFP Staff Ordinance)

Original Language Title: RS 412.106.141 Ordonnance du conseil de l’IFFP du 27 janvier 2016 sur le personnel de l’Institut fédéral des hautes études en formation professionnelle (Ordonnance sur le personnel de l’IFFP)

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412.106.141

Order of the IFFP Council on staff of the Federal Institute for Advanced Vocational Education

(IFFP Personnel Ordinance)

November 10, 2015 (State 1 Er March 2016)

Approved by the Federal Council on 27 January 2016

The Council of the Federal Institute for Advanced Vocational Education (IFFP Council),

See art. 37, para. 3 Bis , of the Act of 24 March 2000 on the personnel of the Confederation (LPers) 1 , given art. 11 C The order of 14 September 2005 on IFFP 2 ,

Stops:

Section 1 General provisions

Art. 1 Purpose and scope

1 This order regulates the working relationship of the Federal Institute for Advanced Vocational Training (institute).

2 To the extent that this order does not contain any special regulations, the Order of 3 July 2001 on the Personnel of the Confederation (OPers) 1 , the DFF order of 6 December 2001 concerning the Ordinance on the Personnel of the Confederation 2 And the order of 26 October 2011 concerning the protection of the personal data of the personnel of the Confederation 3 Are applicable.


Art. 2 Personnel Policy

1 The institute's management implements the principles of the Confederation governing personnel policy and in particular ensures a policy of staff engagement and a staff policy according to these principles.

2 It shall periodically inform the IFFP Council and staff on the objectives, instruments and policy measures of the staff, as well as on the status of their implementation.

3 In particular, the report provides information on:

A.
The composition of staff;
B.
Staff costs;
C.
Job satisfaction;
D.
The synthesis of anonymized results from staff surveys;
E.
The application of the salary system;
F.
Implementation of staff development and skills retention.

4 The IFFP Council analyses the report before drawing up a report for the Federal Department of Economics, Training and Research.

Art. 3 Competent authority

1 To the extent that the order of 14 September 2005 on IFFP and this order does not provide otherwise, shall be competent for all decisions of the employer:

A.
The Chairman of the IFFP Council for working relations with the Director, the Alternate Director, the other members of the Institute management and the staff of the IFFP;
B.
Institute management for working relationships with the rest of the staff.

2 The direction of the Institute may delegate to the Director the jurisdiction referred to in para. 1, let. B.

Section 2 Competition for posts

Art. 4

1 The Institute shall open the posts to be filled in appropriate publication bodies.

2 Art. 22, para. 2, OPers 1 Applies by analogy to exceptions.

3 The posts to be filled which are not excluded from the obligation to hold public competitions are, in principle, announced to the regional investment offices not later than one week before their publication.


Section 3 Salary and associated benefits

Art. 5 Principle

The salary consists of the basic salary and a possible variable wage.

Art. 6 Departure Salary

1 The competent authority shall fix the starting salary on the proposal of the person in charge of the Personnel Department.

2 In determining the starting salary, it takes particular account of training, professional and extra-professional experience as well as the situation in the labour market.

Art. 7 Benefit Assessment

1 The hierarchical superior annually values the benefits and behaviour of his staff and assigns them one of the following levels:

A.
Exceeds objectives;
B.
Achieves the objectives;
C.
Partially met the objectives;
D.
Does not achieve the objectives.

2 In the case of allocation of step d, the hierarchical superior shall take appropriate measures concerning the function or the working relationship.

Art. 8 Salary Evolution

1 The IFFP Council shall determine, within the framework of the budget and within the limits of the available means, the evolution of the salary for the benefit levels referred to in Art. 7, para. 1. It consults the social partners beforehand.

2 It observes, for the evolution of the salary, the ranges below; these relate to the maximum amount of the wage class fixed in the employment contract and apply until the maximum amount of the wage class is Reached:

A.
For benefits referred to in s. 7, para. 1, let. A: 1.5 to 3 %;
B.
For benefits referred to in s. 7, para. 1, let. B: 1 to 2 %;
C.
For benefits referred to in s. 7, para. 1, let. C: 0 to 0.5 %;
D.
For benefits referred to in s. 7, para. 1, let. D: -2 to 0 %.
Art. Benefit Premium

1 The IFFP Council shall determine, within the budget and within the limits of the available means, the total amount of the benefit premiums.

2 The benefit premium is up to 10 % of the maximum amount of the salary class set out in the employment contract.

3 The IFFP Council shall decide on the amount of the potential benefit granted to the Director.

4 The direction of the Institute shall determine the amount of each benefit premium on the proposal of the hierarchical superior.

5 When defining the amount of a benefit premium, the employee's contributions to the implementation of the IFFP Council strategy, as well as the achievement of the individual objectives in terms of benefits and behaviour, In particular are taken into account.

6 Contributors who have obtained an assessment under s. 7, para. 1, let. C and d do not receive a benefit premium.

Art. 10 Compensation for the increase in the increase in the real wage

1 The IFFP council fixes the compensation for the increase and decides on a possible increase in the real wage.

2 It adheren in principle to the corresponding Federal Council decision for federal government personnel. On an exceptional basis, it may depart from it if the financial situation of the Institute so requires.

3 If the IFFP Council deviates from the decision of the Federal Council, it then compensates for the wage measure as soon as possible within the available means.

4 It fixes the compensation for the increase in the price and the increase in the real wage after negotiations with the social partners.

Art. 11 Per diems sickness and accident

1 The Institute may contract for staff a daily allowance in the event of sickness or accident. It may also cover all or part of the non-professional accident insurance premium.

2 In the event of incapacity to work due to illness or accident, the Institute may, once the trial period has elapsed and upon expiry of the time limits set out in Art. 336 C The code of obligations 1 , terminate employment reports only to the extent that the daily allowance insurance covers the loss of wages up to 80 % for 720 days at most within an uninterrupted period of 900 days.

3 After the termination of the working relationship with the Institute, the employee may:

A.
Exercise its right of direct action with regard to insurance, and
B.
Applying for individual insurance of daily allowance in the event of sickness.

1 RS 220

Section 4 Venue and working time

Art. 12 Place of work

1 Staff do their work time in the regional institutes.

2 Working time outside is permitted to the extent that this is not contrary to the interests of the Institute. External activities carried out on the institute's mandate do not require authorisation.

3 In the case of surplus, the directives on the authorisation to carry out working hours on the outside are applicable.

Art. 13 Working time patterns and time-to-work entry

1 In principle, the staff of the Institute shall carry out their working time on the basis of the annualised working time model.

2 They enter their working hours in a system intended for this purpose or by means of individual load planning.

3 For employees in salary classes 30 to 33, the confidence-based working time model is mandatory.

4 Employees classified in salary classes 24 to 29 may, in accordance with their hierarchical superior, apply the work schedule based on trust, with the exception of staff defined in s. 14, para. 1.

5 As compensation for overtime, overtime or the positive balance of the mobile schedule, employees whose hours of work are based on trust are entitled to 10 days' compensation.

6 Compensation days shall be taken during the calendar year in which the entitlement is incurred. If they cannot be involved because of illness, accident or maternity, they are taken the following year. If they are not taken for other reasons, they are lost without any other compensation being allowed.

Art. 14 Implementation of individual load planning

1 For employees in the salary class equal to or greater than 24 who teach on a principal basis, the annual working time is defined according to individual planning of the expenses. They are exempt from the seizure of their working hours in the system provided for that purpose.

2 The competent hierarchical superiors determine with the collaborators their rate of occupation in teaching through individual planning of the charges.

3 The activities to be carried out in the context of the agreed teaching load include, in addition to the teaching itself, the preparation of courses, the supervision and correction of examinations and work carried out in the qualification procedures, Supervision of students, course visits or the development and management of training offers.

4 The differences which may arise, due to the individual planning of the charges, between the volume of work completed and the rate of occupation fixed contractually are recorded annually in the employee's personal balance and Offset over a four-year period, as part of the individual planning of the following expenses.

5 In the event of termination of the work reports, the employee's personal balance must be cleared before the end of the working reports. If this is not possible, the Institute shall draw up a statement of the amount to be compensated by the employer or employee. This is then paid with the salary or deducted from the salary due.

6 In the case of surplus, the directives on the implementation of individual load planning are applicable.

Section 5 Granting the title of professor

Art. 15

1 The IFFP Council may, on a proposal from the institute's management, appoint collaborators to the rank of "IFFP professor" if the candidate:

A.
Holds a degree from a high school supplemented by a PhD, has the necessary methodological and didactic skills and justifies a professional experience of several years;
B.
Supported a thesis of enabling or writing equivalent scientific publications and obtained significant research results, and
C.
Is committed to the Institute on the basis of an indefinite contract with an occupancy rate of at least 50 %.

2 The title of "IFFP professor" is a function designation. It can only be used up to the end of the working relationship with the Institute.

Section 6 Development and maintenance of skills

Art. 16 Staff Development and Maintenance

1 The Institute encourages the development of all staff.

2 The staff of the Institute shall have the right and the duty to ensure the maintenance of their specific competences and, where appropriate, didactics necessary in their field of activity, following regular in-service training programmes.

3 The supervisors decide, in consultation with the collaborators, for the necessary continuing training measures and the timing of their implementation.

4 The Institute may participate financially in the coverage of costs related to personnel development measures in so far as they are useful to the Institute, or make available hours of work for that purpose.

5 In the case of surplus, the directives on the implementation of measures for staff development and maintenance are applicable.

Art. 17 Reimbursement of training and continuing education costs

1 The Institute requires employees to fully reimburse the costs of training or continuing training in the event of:

A.
Premature termination of training and continuing training by the beneficiary's fault;
B.
Dissolution of the work reports by the recipient during the course of the training and ongoing training;
C.
Dissolution of the working reports by the beneficiary's fault during the course of training and continuing training.

2 If the working relationship with the Institute is dissolved within two years after the completion of the training or continuing training, the financial contributions must be repaid proportionately.

3 In particular, the termination or early retirement of employment reports shall be considered to be the dissolution of the working reports.

4 In cases of thoroughness, the direction of the Institute may be an exception to para. 1. In particular cases where work reports are dissolved or training and continuing education are interrupted due to reorganizations, family obligations, sickness, pregnancy or difficulties Financial.

Section 7 Compensation

Art. 18

1 When collaborators of the Institute use the facilities belonging to the Institute in the course of their foreign activities at the institute or for private purposes, they shall reimburse the Institute for all the corresponding costs.

2 For the remainder, the full costing guidelines are applicable.

3 Use of the infrastructure referred to in para. 1 must be notified in advance to the hierarchical superior.

Section 8 Final provisions

Art. 19 Repeal of another act

The IFPS Staff Regulations of September 22, 2006 1 Is repealed.


Art. Entry into force

This order shall enter into force on 1 Er March 2016.



RO 2016 587