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.
In addition to the salary and the corresponding holiday and end-of-year bonus, the UT may also grant an allowance or one-off bonus.
Are you looking for information about length of a work week (38 vs 40 hours), workdays, etc? There is a separate page about scope of employment, working hours and days.
- 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 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
- Salary scales taking effect from January 2016
- Salary scales from 1 January 2016
- Salary scales from 1 September 2015
- Salary scales from 1 January 2015
- Allowances, bonuses and overtime pay
An allowance is a supplementary financial reward which is normally granted once a month. The UT applies the following 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. The on-call duty form can be found here.
- 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-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.
Instead of giving you extra leave, your faculty or unit may decide to grant the allowance as a sum of money. In such a case, you should claim the overtime allowance via the 'Overtime registration' web application. You can find this web application under 'My UT applications’.
- 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’.
'Every day I felt even worse than the day before'
Is paying the bills becoming an increasing concern due to circumstances or unforeseen major expenses?
Fortunately nobody knew about it, until I suddenly fell victim to an attachment of my earnings…..
Does this sound familiar to you? Many people have debts – sometimes even substantial debts – and do not know how to solve this problem. They are afraid to admit it, and to talk about it, although talking about it can be the first step towards solving your financial problems. Read the story of Peter (37) and Simone (34). They are married and have twins aged 7. On the face of it, they are doing fine: Simone has a nice job, Peter works part-time besides his studies. They live in a nice house with all the frills. But things are not as good as they appear to be.
SPENT TOO MUCH MONEY
'We have been having financial difficulties for some time,' says Peter. 'We would run out of money, without the month even being over yet. We actually knew that we were spending too much money, but we thought this would be compensated by our holiday allowance. We had also taken out a loan to buy a car, we used our credit card more and more because our regular account was considerably overdrawn, and had temporarily borrowed some money from friends to go on a holiday. We wanted to go camping with the children in Spain. Suddenly we could not get any cash from the cashpoint. We then took out a loan which we knew from the ads, and were able to eliminate our overdraft in one go. But then we had to pay for this each month.'
Simone: 'Sometimes we did not even pay the rent in order to repay another bill. Also, we did not always open our mail because we were afraid of even more bills. Our bookkeeping was a disaster. In fact nobody knew our financial situation, apart from some friends who had lent us money.' Peter: 'And then suddenly there was this attachment of our earnings. We had not paid the bills for my studies. This meant that a bailiff made an attachment on part of my salary. I was allowed to keep a little for myself (for the daily expenses), but the rest all went to the creditor (the training institute). I felt so embarrassed. And so I had even more problems because we had even less money to make ends meet.'
TALKING TO A SOCIAL WORKER
'I was at a loose end. I no longer knew what to do. Simone and I quarrelled a lot. Always about money. Then I talked to someone from the HR department at my work. Fortunately she was understanding about my situation. She helped me very discreetly without even informing my superior. Via www.nibud.nl we made a personal budget advice together to identify all my income and expenses. I was shocked to see how much debt we had. But this way I knew exactly how much I was spending and what came in every month, where I had to make savings and how many debt I still had. By means of the site www.zelfjeschuldenregelen.nl I was able to draw a plan allowing me to eliminate by debts very gradually,' Peter says.
'We are now in the process of repaying our debts,' says Simone. 'Fortunately Peter and I were able to work some extra hours every week, so that we have a little more money now. This gives me much more peace of mind, I am no longer very nervous about money. Quarrelling is a thing of the past. It will take some time before we have left all our debts behind us, but we have made a start and in due course our financial problems will be over!'
A SOLUTION IS POSSIBLE!
Fortunately it is almost always possible to solve financial problems. You wouldn’t think so if you are right in the middle of them, but there are many solutions possible. Talk about it with your social worker at work. Or go to www.zelfjeschuldenregelen.nl.
- 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.
- 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 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.
- Salary payment
* This information is meant for UT employees
In 2021 your salary will be paid on:
Generally, the salary will be credited to your bank account one day after the above dates.
- 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.