Rs 412.106.141 Order Of The Board Of The Series From January 27, 2016, On The Staff Of The Federal Institute Of Advanced Studies In Vocational Training (Order On The Staff Of The Series)

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 Board of the series on the staff of the federal Institute of advanced studies in vocational training (order on the staff of the series) of November 10, 2015 (status March 1, 2016) approved by the federal Council on 27 January 2016 the Board of the federal Institute of advanced studies in vocational training (Council of the series), see art. 37, al. 3, of the Act of March 24, 2000, on the staff of the Confederation (FPL), view the art. 11B of the Ordinance of 14 September 2005 on the series, stop: Section 1 provisions general art. 1 scope and field of application this order sets the working relationship at the federal Institute of advanced studies in vocational training (Institute).
Insofar as this order contains no special regulations, the Ordinance of 3 July 2001 on the staff of the Confederation (OPers), the order of the FDF of 6 December 2001 on the order on the staff of the Confederation and the order of October 26, 2011 on the protection of personal data of the staff of the Confederation are applicable.

RS 172.220.111.3 RS 172.220.111.31 RS 172.220.111.4 art. 2 management of the Institute staff policy implements the principles of Confederation governing the personnel policy and ensures in particular to practice a policy of engagement of staff and the personnel policy according to these principles.
She periodically informs the Board of the series and staff on objectives, instruments and measures policy of personnel as well as on the status of their implementation.
The report provides specific information on: a. the composition of the staff; b. the personnel costs c. the job satisfaction; d. the synthesis of the results rendered anonymous surveys of staff; e. the application of salary system; f. the implementation of personnel and the maintenance of skills development.

The Council of the series analyzes the report before you draw up a report for the federal Department of the economy, training and research.

Art. 3 competent authority insofar as on 14 September 2005 on the series order and this order have not otherwise, are responsible for all decisions of the employer: a. the Chairman of the Board of the series for the working relationship with the Director, the Deputy Director, the other members of the leadership of the Institute and the staff of the secretariat of the Council of the series; b. the Institute management to work with the rest of the staff reports.

The Institute management may delegate to the Director the jurisdiction referred to in para. 1, let. b. Section 2 updated post art contest 4. the Institute is to contest vacancies in appropriate publication bodies.
Art. 22, al. 2, OPers applies by analogy to the exceptions.
Job vacancies which are not excluded from the duty to a public call for applications are in principle announced regional offices of investment at the latest one week prior to publication.

RS 172.220.111.3 Section 3 salary and additional services art. 5 salary principle consists of the basic salary and a possible share of variable pay.

Art. 6 starting salary the competent authority fixed the starting salary on a proposal from the head of the personnel department.
When determining the starting salary, it takes in particular into account training, sideline and professional experience as well as the situation on the job market.

Art. 7 Evaluation of outcomes the superior hierarchical appreciate annually benefits and the behaviour of its employees and assigned one of the following levels: a. exceeds objectives; b. objectives c. met most targets; d. does not reach the objectives.

In case of award of the d, the upper level hierarchical takes appropriate measures regarding the function or work reports.

Art. 8 Evolution of wages Council of the series determines, in the budget and within the limits of available resources, the evolution of wages to the levels of service referred to in art. 7, al. 1. it consults the social partners beforehand.
He observes, for the evolution of the wage ranges below; These relate to the maximum of the salary class specified in the work contract and apply until the maximum amount of the salary grade is reached: a. to the benefits referred to in art. 7, al. 1, let. a: 1.5 to 3 percent; b. to the benefits referred to in art. 7, al. 1, let. b: 1-2%; c. to the benefits referred to in art. 7, al. 1, let. c: 0-0.5%; d. to the benefits referred to in art. 7, al. 1, let. d:-2 to 0%.

Art. 9 premium delivery the Council of the series determines, in the framework of the budget and within the limits of available resources, the total amount of premiums for delivery.
Premium delivery amounts to 10% of the maximum amount of the salary class specified in the work contract.
The Council of the series decides the amount of the premium of possible benefits granted to the Director.
Institute management decides on the amount of each premium delivery on a proposal from the superior hierarchical.
When setting the amount of a bonus of delivery, the contributions of the employee to the implementation of the strategy of the Council of the series, as well as to the achievement of individual objectives benefits and behavior, are especially taken into account.
Employees received an assessment under art. 7, al. 1, let. c and d, receive no premium delivery.

Art. 10 compensation of the price increase and increase real wages Council of the series sets the compensation of the price increase and decides to a possible increase in real wages.
In principle, he respects the relevant decision of the federal Council for the staff of the federal administration. Exceptionally, it may deviate downward if the financial situation of the Institute.
If the Council of the series deviates from the decision of the federal Council, he then compensates the pay measure as soon as possible within the limits of available resources.
He fixed the compensation for inflation and the increase in real wages after negotiations with the social partners.

Art. 11 per diem sickness and accident the Institute can insurance for its staff of daily allowances in case of illness or accident. It can also take in charge the entire or part of the insurance premium against the nonwork.
If you are unable to work due to illness or accident, the Institute may, once the trial period passed and from the expiry of the periods provided for in art. 336c of the code of obligations, terminate the employment relationship only insofar as the daily allowance insurance covers lost wages up to 80% during 720 days within an uninterrupted period of 900 days.
After the termination of the working relationship with the Institute, the employee may: a. the right of direct action against the insurance, etb. to apply for passage to individual insurance of daily allowances in case of illness.

RS 220 Section 4 place and time of work art. 12 workplace personnel handled his time working in regional organizations.
Time to work on the outside is allowed insofar as this is not contrary to the interests of the Institute. Outdoor activities performed on behalf of the Institute require a permit.
For the rest, guidelines on permission to do outside work hours are applicable.

Art. 13 models of working time and entry time to work in principle, the Institute's employees perform their work time based on the annualized working time model.
They may enter their working time into a system provided for that purpose or through individual planning of expenses.
For employees of 30-33 salary classes, the model of trust-based working time is required.
Employees in salary classes 24 to 29 may, in agreement with their superior hierarchical, apply the work schedule based on trust, with the exception of personnel defined in art. 14, al. 1. by way of compensation for the hours of overtime, extra or the positive balance of flexitime, employees whose work schedule is based on trust receive 10 days of compensation.
The days of compensation must be taken during the calendar year where is born the right to these days. If they cannot be because of illness, accident or maternity, they are taken the following year. If they are not taken for other reasons, they are lost without this gives the right to other remedies.

Art. 14 implementation of the individual planning of expenses for the salary class equal or greater than 24 employees who teach full-time, annual working time is set according to individual planning of expenses. They are exempted from the seizure of their working time in the system for this purpose.
Competent supervisors with employees determine their occupancy rate in teaching through individual planning of expenses.

Activities to be performed as part of the teaching load agreed include, in addition to teaching itself, the preparation of courses, supervision and correction of examinations and work in qualification procedures, supervision of students, visits to the course or the development and management of training offerings.
Differences that may arise as a result of the individual planning of expenses between the volume of hours worked and fixed contractually occupancy are registered annually in the personal balance of the employee and offset over a period of four years, in the context of the individual planning of the following loads.
Upon termination of the employment relationship, the personal balance of the employee must be compensated before the end of the working relationship. If this is not possible, the Institute established a statement of the amount offset by the employer or the employee. This is then paid with the salary or wages deducted.
For the rest, the directives on the implementation of the individual planning of the charges are applicable.

Section 5 the title of Professor art. 15. the Council of the series may, on proposal of the Institute management, appoint employees to the rank of 'Professor of the series' if the candidate: a. is a graduate of a high school completed by a PhD, has methodological and didactic skills required and justifies an experience of many years; b. has supported a habilitation thesis or equivalent scientific publications and notable research results etc. is committed to the Institute based on a permanent contract providing for an occupancy of at least 50%.

The 'teacher of the series' title is a function name. It cannot be used until the end of the working relationship with the Institute.

Section 6 development and maintenance of competencies art. 16 staff development and maintenance of skills the Institute encourages the development of all the staff.
Employees of the Institute have the right and the duty to ensure the maintenance of their specific skills and, where applicable, necessary didactic in their field of activity, by regularly following training programs continues.
Supervisors may decide together with employees, training required and the timing of their implementation measures.
The Institute can participate financially in the coverage of costs related to personnel development measures insofar as they are useful to him, or make available to the hours of work to this end.
For the rest, the directives on the implementation of measures for development of personnel and maintenance of skills are applicable.

Art. 17 refund of the costs of training and continuing education the Institute requires employees total reimbursement of the costs of training or training in case: a. premature training and training interruption continues through the fault of the recipient; b. dissolution of work reports by the recipient during the training and the training continues; c. dissolution of work by the fault of the recipient reports to the training and in-service training courses.

If the working relationship with the Institute are dissolved within two years after the end of the training or continuing education, financial contributions must be repaid proportionately.
Are especially considered dissolution of the working relationship the termination or retirement.
In case of hardship, the direction of the Institute can make an exception to the al. 1 is especially considered in case of hardship case work reports are dissolved or training and continuous training are interrupted due to reorganizations, family obligations, illness, pregnancy, or financial difficulties.

Section 7 duty of compensation article 18. when employees of the Institute use infrastructure owned by the Institute as part of their activities outside the Institute or private purposes, they must reimburse the Institute all of these costs.
For the rest, the guidelines on the calculation of full costs are applicable.
The use of the infrastructures referred to in para. 1 must be notified in advance to the upper hierarchy.

Section 8 provisions final art. 19 repeal of another act of the staff of the series of 22 September 2006 rules is repealed.

[2006 5689 RO]

Art. 20 entry into force this order comes into force on March 1, 2016.

RO 2016 587 RS 172.220.1 RS 412.106.1