On 1 April 2003, a new University Job Classification System (UFO) was implemented at Dutch universities with job-specific criteria. This classification tool focuses exclusively on the tasks performed and does not sufficiently address the importance of training and experience for sports trainers. The RSC is committed to upholding the highest possible quality. With this in mind, the RSC management team decided to establish additional appointment requirements for the sports trainer position. These requirements were drafted in accordance with section 4.5 of the employer manual accompanying the automated classification tool. This will also allow for a more effective response to the fluctuating sports trainer market.
UFO manual
2.2 Determining the job profile
By comparing the job characteristics (i.e. the actual duties assigned to an employee) with the job description, we can determine the appropriate job profile.
2.3 Determining the job level
Nearly all job levels are expressed in numerical terms. Classification criteria are used to determine the level of each job. These criteria are included in a matrix per job profile.
3.3 Classification criteria and rules
Jobs can be similar in terms of content and differ in terms of level. A job classification system helps identify these differences. The university uses the Hay method as part of its Job Classification System. This method assesses jobs against three sets of criteria: knowledge and skills, problem-solving ability, and scope of responsibility. In the University Job Classification System, the job characteristics are translated into so-called classification criteria. Nearly all jobs have a set of classification criteria that can be used to determine the job level.
4.5 Additional appointment terms
The classification tool provides classification criteria for determining the job level based on the results expected from a given job and the level within the job.
Universities are also free to set additional criteria, such as holding a PhD, completing a specific degree programme, or having several years of experience in the field. Length of stay in the previous job (seniority) and positive appraisals may also be considered relevant. These appointment criteria are not included in the classification tool because they can differ per university and even per faculty or department. However, appointment criteria have no bearing on the assigned job profile or job level. These are determined by the assigned work.
Job (level) related criteria
Based on the UFO classification criteria, sports trainers are divided into four levels: Sports Trainer 4 with salary scale 7; Sports Trainer 3 with salary scale 8; Sports Trainer 2 with salary scale 9; and Sports Trainer 1 with salary scale 10.
Sports Trainer 4
The following (additional) appointment requirements apply to Sports Trainer 4:
- Teaches at least one sport
- Holds a general sports-related degree, and/or
- Is certified in a specific sport
Sports Trainer 3
The following (additional) appointment requirements apply to Sports Trainer 3:
- Teaches one or more sports, including team coaching and programme development
- Informs and advises (potential) sports practitioners about sports and sport stress
- Holds a degree in physical education or a similar sports discipline, and/or
- Has SSV experience training trainers within an association
Sports Trainer 2:
The following (additional) appointment requirements apply to Sports Trainer 2:
- Teaches several sports, including team coaching and programme development
- Informs and advises (potential) sports practitioners about sports and sport stress
- Helps organise sports events
- Holds a degree in physical education or a similar sports discipline
- Has demonstrable experience as a training within his or her sport
Sports Trainer 1:
The following (additional) appointment requirements apply to Sports Trainer 1:
- Teaches several sports, including team coaching and programme development
- Informs and advises (potential) sports practitioners about sports and sport stress
- Organises sports events
- Contributes to the annual plan and sports programmes
- Coaches and coordinates sports trainers and their activities and manages and monitors resources
- Has coaching and coordination experience
Preliminary pay scales (Article 3.7 CAO NU)
If the employee is not yet able to fulfil the position in full at the start of the employment period, they can be classified in a preliminary pay scale. Should an assessment indicate that the employee is capable of carrying out the position in full, they will be classified according to the corresponding pay scale. Employees may be paid in accordance with the preliminary pay scale for a maximum of two years.
Conclusion
As described in section 4.5 of the UFO manual, the work activities to be carried out by the employee determine the job profile and the job level. While additional appointment requirements may apply to specific job levels, pursuant to section 4.5, the reverse does not apply (i.e. that fulfilling such requirements entitles one a higher job classification level). For classification in a higher job level, all tasks associated with that level must have been assigned, all appointment requirements must have been met, and a job appraisal demonstrates that the employee performs his/her tasks satisfactorily.