Information about your salary and related matters
Your salary is determined based on the UFO system (see below). In addition, on this page you will find information and links about all payments.
- Salary payment
* This information is meant for UT employees
In 2022 your salary will be paid on:
Generally, the salary will be credited to your bank account one day after the above dates.
- Salary scales
The UT uses the salary scales which were previously nationally adopted in the Collective Labour Agreement of Dutch Universities (CAO-NU). There are eighteen general salary scales. In addition, salary scales for youths and separate scales for specific jobs have been developed. Each scale has a minimum and a maximum, with a number of gradually increasing salaries (steps or increments) in between.
- Salary scales from 1 January 2022
- Salary scales youth and MVU from 1 January 2022
- Salary scales from 1 July 2021
- Salary scales youth and MVU from 1 July 2021
- Salary scales from 1 June 2020
- Salary scales from 1 February 2019
- Salary scales youth and MVU from 1 February 2019
- Salary scales from 1 May 2018
- Salary scales youth and MVU from 1 May 2018
- Salary scales from 1 January 2017
- Holiday and end-of-year bonus
Holiday bonus: You are entitled to a holiday bonus of 8% of your salary. Some of the allowances you may receive will be taken into account when calculating your holiday bonus. If your employment is terminated, the bonus will be settled with your last salary payment or in the month following the termination. Every year, the holiday bonus is granted in May.
End-of-year bonus: You are entitled to an end-of-year bonus of 8.3% of your salary. Staff with full-time employment always receive a bonus amounting minimally to €2,250 on an annual basis. If your employment is terminated, the bonus will be settled with your last salary payment or in the month following the termination.
- Payslip and annual income statement
Every month, you receive a digital salary specification. At the end of each calendar year, you also receive an income statement stating your total wages and the contributions and tax paid for that year. These documents can be found at myhr.utwente.nl under 'my files' > 'my payslips'.
- Financial problems
In recent years, employers - including the UT - have seen an increase in employees struggling with financial problems. The UT would like to help these employees wherever possible. To see how it intends to do so, please go to ‘procedure in case of financial problems’.
- Procedure in case of financial problems
WHAT TO DO IF YOU HAVE AN OCCASIONAL FINANCIAL PROBLEM?
Advances may solve a financial problem in the short term. An advance is however only effective if a small debt is involved. A guiding principle in this context is that the financial problem can be solved within three months. An advance will only be provided under certain conditions:
- An extreme situation has to be involved, i.e. the last possibility to solve an occasional problem in the short term;
- You must be willing to talk to a social worker from HCC. They will assess whether such an extreme situation is involved and whether giving an advance will be the right solution for it;
- The non-recurring advance may not exceed €2,500.00 and can be deducted from the holiday allowance and/or year-end bonus;
- The social worker puts a request to the head of the salary administration to pay out the advance.
WHAT TO DO IF YOU HAVE A STRUCTURAL FINANCIAL PROBLEM?
In these kinds of situations the social worker will analyse your situation together with you.
For further support in solving the problems, the social worker may refer you to, for example, budget coach Menzis, Nibud, the municipal money-lending and debt counselling institution (Stadskredietbank), etc.
The social worker will handle all your information confidentially. Therefore, do not hesitate to contact social work and ask for help.
Home working allowances
The Collective Labour Agreement of Dutch Universities (cao-NU) offers two allowances for university staff working from home: an internet allowance and a homeworking allowance.
- Allowances for staff working from home
All employees receive an internet allowance of €25 net per month, regardless of the scope of their employment contract.
Flex workers (both students and non-students), student assistants, freelancers, opt-in employees and PhD students without an employment contract (for instance scholarship PhD students) are not entitled to this allowance.
In addition to the internet allowance, all employees receive a fixed homeworking allowance for each day they work from home. Flex workers (both students and non-students), student assistants, freelancers, opt-in employees and PhD students without an employment contract (for instance scholarship PhD students) are not entitled to this allowance.
To receive the correct homeworking allowance, employees must register their homeworking schedule in MyHR under “commuting expenses/working from home”. The homeworking allowance is calculated based on the number of homeworking days. The commuting allowance is applied to all working days that are not registered as homeworking days.
The homeworking allowance is a fixed allowance of €2 per homeworking day, with a maximum of 214 days per year. This maximum includes a correction for unplanned office days, holidays, public holidays and illness. This means that you do not need to adjust your homeworking schedule in the event of occasional changes. If there is a structural change to your home working schedule, please make the necessary adjustments in MyHR. If you fall ill or go on holiday, there is no need to adjust your homeworking schedule. If you are ill for more than six weeks, the allowance will stop automatically.
The example below shows how the homeworking allowance is calculated:
Working days: 5 days a week
· 2 homeworking days
· 3 days at the UT
2/5 times 214 days = 86 days
(86 days x €2)/12 = €14.33 p/m net
Allowances for commuting, temporary accommodation and relocation expenses
The information on allowances for commuting, temporary accommodation and relocation expenses can be found in the service portal under terms of employment.
Grant allowance and bonus
An allowance is a supplementary financial reward which is normally granted once a month. The UT applies the following allowances:
- Monthly allowances
- Performance Bonus
You may be eligible for a performance bonus if your faculty or unit is of the opinion that your performance in your position is 'very good' or 'excellent'. You do, however, need to have reached the maximum of your salary scale. A very good or excellent performance means that across the board your performance extends far beyond the set requirements, and that you achieve demonstrably excellent results.
The performance bonus amounts to a maximum of 15% of your salary.
In principle, the performance bonus can be granted for a maximum of one year, but may be extended if the faculty or unit is of the opinion that you still fulfil your position in a 'excellent' or 'very good' manner. By contrast, the faculty or unit may also decide to terminate the performance bonus on the interim if your performance is no longer 'excellent' or 'very good'.
If you are granted a higher salary scale during the time that you receive a performance bonus, the performance bonus expires automatically effective from the date on which that higher salary scale becomes applicable.
- Emergency Allowances (BHV)
The UT has an emergency assistance organization (BHV). Every building has its own BHV team. In case of emergency (fire, accidents, the release of dangerous substances, explosions), these teams try to limit the negative consequences for those in the building as much as possible. Helping out in life-saving, yet not threatening, situations is also one of the responsibilities of BHV staff. The BHV teams act as a first response unit: they act from the moment the emergency arises up to the moment the professional emergency assistance arrives to take over. Being a member of a BHV team is not without obligation. Staff who are a BHV member have to follow courses, attend refresher classes, complete the corresponding assignments and have to maintain good physical condition. They also need to take on duties once or twice a year during UT-wide evening or weekend activities. These obligations are rewarded with an allowance.
- Labour Market-Related Bonus
If applicable to your position due to mobility requirements, labour market scarcity or bottlenecks, or indispensable expertise, your faculty or unit may decide that you are eligible for a labour market-related bonus.
This monthly bonus granted for reasons of mobility, recruitment and/or retention is temporary and amounts to a gross maximum of 15% of your salary. It is granted for a maximum of three years, but may be extended for a maximum duration of two years (five years in total), if the reasons of mobility, recruitment or retention are still in effect.
After five years, this bonus will expire automatically.
The allowance is not granted to doctoral candidates.
- On-Call Allowance
You are entitled to an on-call allowance when your job duties fairly regularly require you to be accessible and available on an on-call basis, as agreed upon in writing. It is up to the faculty or unit to decide whether or not you are eligible.
You are not allowed an on-call duty allowance if your job is classified under a job profile which is part of the Education and Research job family or if you are granted salary scale 11 or higher.
The on-call allowance amounts to 10% of the maximum salary of salary scale 3 per full hour.
In the event that urgent work needs to be carried out (to be determined by the faculty or unit concerned) an overtime allowance may be granted instead of the on-call duty allowance.
- Work performed outside of standard working hours
You are entitled to an allowance for work performed outside of standard working hours (allowance for work at unsociable hours) if you are ordered to do work during the times listed below and this does not count as overtime. It is up to the faculty or unit to decide whether or not you are eligible.
You are not allowed allowance for work at unsociable hours if your job is classified under a job profile which is part of the Education and Research job family or if you are granted salary scale 11 or higher.
The extra allowance per hour worked equals a percentage of your hourly wage. The percentage depends on the day and the exact time worked:
- Monday through Friday between 00:00 hrs and 07:00 hrs and between 20:00 hrs and 00:00 hrs = 40%
- Saturday = 40%
- Sunday and public holidays = 75%
If you entered into employment with the UT after 1 April 1997, a decision may be made to renounce the allowance, but only if the working hours are fixed and fall within company hours.
- One-time allowances
- One-off bonus
A one-off bonus is a supplementary financial reward which is normally only granted once. The UT applies the following one-off bonuses:
ANNIVERSARY YEARS IN SERVICE
When assigning a long-service bonus, a distinction is made between your ABP service time and your UT service time.
With a 12.5-year, 25-year or 40-year UT jubilee you will receive a net bonus. In addition to the UT service time, we also know ABP service time (roughly the time that you have been employed by government employers). These are not always the same. For tax reasons, you will be given a choice if you reach your 25 or 40 years ABP anniversary earlier than your 25 or 40-year UT anniversary. At the time of your ABP jubilee you can choose to receive the jubilee bonus gross. You will not receive another bonus when you reach the UT jubilee. You can also wait for your UT jubilee to have your bonus paid out. This is because the UT jubilee is paid out net.
With a 25-year contract with the University of Twente you will receive also, if desired, a silver lapel pin and accompanying certificate as a token of appreciation. The precise heights of the various bonuses and the possibilities of a reception or leave at certain anniversaries are described in the Jubilee Regulations for the University of Twente, which can be found in the staff manual.
GENERAL ONE-OFF BONUS
You may be granted a one-off bonus on the grounds of extraordinary commitment, extraordinary service, special achievements or any other state of excellence. The faculty or unit concerned is free to decide on the sum of money to be awarded.
- Overtime allowance
You may be eligible for an overtime allowance if you are a member of the administrative and support staff and if your job is classified under salary scale 10 or lower. Your manager may occasionally authorize you to work overtime in connection with specific assignments. Overtime is considered any pre-authorized work performed during a given work period that exceeds your contractually agreed working hours with the UT. A working period is generally understood to mean one week. For staff of the Security Service and Catering departments, a working period equals four weeks. No overtime allowance is granted if you work overtime for less than half an hour directly after your daily shift.
The overtime allowance consists of extra leave equal to the duration of the overtime worked, with a surcharge of:
- 25% for overtime hours worked on Mondays to Fridays between 07:00 and 18:00;
- 50% for overtime hours worked on Mondays to Fridays before 07:00 or after 18:00 and for the hours worked on Saturdays between 00:00 and 16:00;
- 100% for overtime hours worked on Saturdays after 16:00 and overtime hours worked on Sundays or public holidays.
If you need to register your overtime work, please do so in AFAS/myHR.
UNIVERSITY JOB RANKING & Salary Grading
The UT has determined the salary scale for your job using the University Job Classification system (UFO). After taking into consideration, among other things, your education and experience, we have arrived at an appropriate salary within this scale. Should you not yet be able to fully perform all of your duties, a salary in a preliminary salary scale can be agreed on for a maximum period of two years.
- About UFO Job Classification and salary grading
Your job level is determined by means of the University Job Classification system (UFO). In this system, your job is classified on the basis of the structural duties you need to perform and is linked with the job level of a UFO profile and the corresponding salary scale.
Your individual salary scaling – the salary scale you have been grouped in – normally corresponds with the salary scale for the job you are doing. However, there may be situations where your individual salary scale is different to the one normally deemed appropriate for the job, for example, when you have just started the job and cannot yet perform all the duties asked of you.
Furthermore, the salary step within the salary scale depends on your experience and background, which will both be compared with your current and future colleagues' experience and background.
For more information see the page about the UFO system (linked below)
- Scope of employment, working hours and days.
Are you looking for information about length of a work week (38 vs 40 hours), workdays, etc? There is a separate page about this.
- Optional Model for Employment Conditions
There is also a separate page with information about the Optional Model for Employment Conditions and 30% Arrangement.