CH-NE
1 State - People - Authorities - 15 Authorities - 152 Council of State and Cantonal Administration - Chapter One General Provisions (VÖD)
Table of Provisions (57)
Statutory Text (57 Articles)
1. This regulation determines the annual remuneration of public office holders, in accordance with the schedule attached to the Public Service Status Act, dated June 28, 1995 (hereinafter: PSSA).
2. It establishes the rules for the progression of remuneration, the terms of payment, and specifies the conditions for the right to remuneration, particularly in cases of inability to work.
3. It governs the right to remuneration in special cases.
1. The right to remuneration arises at the commencement of the employment relationship and terminates upon its cessation.
2. Subject to the cases referred to in Chapter 4 of this regulation, the right to remuneration ceases in the event of an inability to work.
1. The annual salary is divided into thirteen equal parts.
2. The first twelve parts are paid no later than the 24th of the month.
3. The thirteenth part is paid in December or, in the event of termination of employment during the year, with the last salary.
4. At the beginning and end of the employment relationship, the salary for the first and, respectively, the last month of activity, as well as the thirteenth part of the salary, are paid on a pro rata temporis basis.
[2] The classification of each function is the subject of an order by the Council of State.
1. Where a public servant occupies a position that requires only part of their time, they shall receive a reduced salary proportionate to the time worked.
2. Individuals holding a part-time teaching position shall receive a salary calculated in proportion to the number of lessons assigned.
[3] The Salary Scale for Civil Servants is Established as Follows (Base 2013)
Salary Classes
Minimum
CHF
Maximum
CHF
16
137,135.70
193,360.70
15
129,441.65
182,512.85
14
122,068.70
172,116.75
13
115,011.65
162,166.55
12
108,253.60
152,636.90
11
101,789.35
143,522.60
10
95,579.25
134,766.45
9
89,677.25
126,445.15
8
84,009.25
118,452.75
7
78,582.40
110,800.95
6
73,393.45
103,484.55
5
68,437.85
96,497.05
4
63,677.90
89,785.80
3
59,144.15
83,393.70
2
54,788.50
77,251.85
1
52,167.05
71,405.10
[4] 1 For each compensation class, the stipulated remuneration is divided into 26 steps, with values defined as follows
- 4 steps (1-4) valued at 2% of the initial salary of the class (step 0);
- 6 steps (5-10) valued at 1.8% of the initial salary of the class;
- 6 steps (11-16) valued at 1.6% of the initial salary of the class;
- 9 steps (17-25) valued at 1.4% of the initial salary of the class.
2. Each step corresponds to a reference salary.
3. The first two steps of compensation class 1 do not adhere to the rules indicated above, in order to achieve an initial compensation of at least CHF 4,000.—.
[5] The salary scale for the management members of cantonal public education institutions is set as follows (base 2012)
Minimum
Maximum
Grade
Fr.
Fr.
Grade
D1
...............................................
154'944.–
179'566.–
D2
...............................................
142'623.–
167'245.–
D3
...............................................
133'831.–
158'453.–
D4
...............................................
126'787.–
151'409.–
D5
...............................................
123'258.–
147'880.–
D6
...............................................
119'730.–
144'352.–
D7
...............................................
116'196.–
140'819.–
[6] The Salary Scale for Directors of Public Compulsory Education Institutions Established by One or More Municipalities is Established as Follows (Base 2012)
[7]
[8] 1 The salary scale for teaching staff members is established as follows (base 2013)
Salary Class
Minimum
Maximum
CHF
CHF
M
98,508.80
138,897.20
L
96,548.40
136,133.40
K
94,588.00
133,368.95
J
92,627.60
130,605.15
I
90,667.85
127,841.35
H
88,707.45
125,077.55
G
86,747.05
122,313.75
F
84,787.30
119,549.95
E
82,826.90
116,786.15
D
80,866.50
114,021.70
C
78,906.75
111,257.90
B
76,946.35
108,494.10
A
66,173.90
93,304.90
2. For each salary class, the stipulated remuneration is divided into 26 steps, the value of which is defined in accordance with Article 7 of these regulations.
[9] 1 Individuals engaged in teaching as a secondary activity are considered those who conduct an external primary activity and provide a course for less than 156 annual periods, in the field corresponding to their primary activity.
2. The maximum remuneration rate is as follows (based on August 2013)
| Level | Qualifications | Base Salary | Theory | Per Period | Practice | Per Period |
|-------|----------------|-------------|--------|------------|----------|------------|
| I | CFC, professional maturity, certificate or diploma, ES diploma, master's degree | 4,297.40 | 110.20 | 70.55 |
| II | Bachelor's degree (half-license) | 5,168.20 | 132.50 | 84.80 |
| III | Master's degree (license) | 6,027.65 | 154.55 | 98.95 |
| IV | Non-categorized | 6,875.85 | 176.30 | 112.85 |
These amounts are adjusted annually according to the changes in the Swiss Consumer Price Index (Art. 56 LSt).
3. This article does not apply to part-time positions where the teaching is conducted over an entire school year.
[10] 1 The remuneration of staff hired under private law contracts generally corresponds to that of appointed staff.
2. Repealed.
1 Salary Scale for University Professors is set as follows (base 2001)
Minimum
Maximum
Fr.
Fr.
Grade A ..................................................
149,854.-
170,984.-
Grade B ..................................................
130,577.-
151,706.-
2. The State Council may, in the interest of education, grant an extraordinary salary supplement up to the amount specified in the table annexed to the LSt.
1. The State Council sets the annual hourly remuneration for lecturers and teaching assistants.
2. The State Council also determines the salary scale for University staff involved in teaching and research.
[11] 1. The initial remuneration of civil servants is determined by the SRHE based on the application file and the information obtained during the job interview.
2. The initial remuneration of teaching staff members is set by the appointing authority.
3. Repealed.
4. Repealed.
[12] 1. The initial salary takes into account the training, experience, and special qualities of the individual concerned, in relation to the expected role and the responsibilities of the position in question.
2. The initial salary must not be set beyond step 16 unless the circumstances allow for the most assured consideration that the individual concerned already possesses the skills corresponding to the requirements of their position, and is capable of fully assuming the responsibilities and expected role.
3. In the case of experience that is below the requirements of the position, particularly in relation to age and the relevant qualification held, the individual concerned may be hired at a salary below the minimum of the salary grade.
[13]
[14] 1 The remuneration of civil servants is increased by one step per year up to the maximum salary provided for by the pay grade.
2. The increase takes effect on January 1st, provided that the employment relationship has lasted at least one year.
3. If the civil servant is absent for more than 120 working days during the reference year, their salary is not increased.
4. Not considered as absences under this provision are days resulting from the granting of short-term leaves, maternity and paternity leave, adoption leave, days for fulfilling mandatory military or civil protection service, as well as days dedicated to fulfilling a public office within the limits set by Article 31 of the LSt.
5. When justified by the inadequacy of the services provided, the Council of State may, on the proposal of the head of service, deny the annual salary increase of a civil servant.
6. In the event of a warning under Article 46 LSt or a reprimand under Article 48 LSt, the annual salary increase is generally not granted.
7. For civil servants recruited according to the modalities of Article 16, paragraph 3, the recruitment decision defines the progression up to the initial step of the pay grade.
[15]
1. In the event of a change of position, the new salary is determined according to the rules applicable to the initial salary.
2. If it is a promotion, it cannot be lower than the salary the individual received in their previous position.
3. In the case of a job elimination with transfer to an equivalent position, the salary is maintained.
[16] 1 The initial salary for the management members of compulsory education is set by the Department of Education and Finance (hereinafter: the DEF) based on the application file and the information obtained.
2. The initial salary for a management member is determined as follows
a) If the salary of the candidate is lower than the minimum amount of the class for the position, the initial salary is set at step three of the said class.
b) If the salary of the candidate is between the minimum and maximum of the class for the position, the initial salary is fixed based on this salary plus two steps, amount rounded up to the next higher step but not exceeding the class ceiling (step 15).
c) For a candidate not coming from the teaching profession, the initial salary may exceptionally provide for a number of steps higher than that defined in letters a and b of this article. This exception must be justified by the training, experience, and special qualities of the interested party in relation to the duties and responsibilities expected of the management member position.
d) For a candidate who is a teacher in a public school outside the canton of Neuchâtel, the initial salary is defined according to paragraphs 1 or 2 of this article. The reference salary for the calculation is determined by the salary that would be attributed to them, for an equivalent position, in Neuchâtel education.
e) The setting of an initial salary above step ten of the class for the position requires the authorization of the recruiting authority and the head of the DEF.
[17] 1 The difference between the minimum and the maximum of a class is acquired in fifteen equal increments starting from January 1st of the year following the expiration of a full year of service waiting period.
2. When the absence of a management member does not exceed one year, the regular increment is applied.
3. When the absence exceeds one year, the number of increments is frozen from the start of the second year until the year during which the duties are resumed.
[18] 1 The appointing authority determines the initial step based on the individual's age, experience, and prior years of activity in teaching.
2. The difference between the minimum and maximum of a grade is acquired in ten equal parts, starting from January 1 of the year following the completion of a full year of waiting period.
3. When the absence of a managerial member does not exceed one year, the regular step increase occurs.
4. When the absence exceeds one year, the number of steps is frozen from the beginning of the second year until the year in which the duties are resumed.
[19] 1 Teaching staff members are classified according to their functions and the titles obtained.
2. The reference salary classes and hourly indices are set in the tables included in the appendix.
3. The hourly index applied to each category of teaching staff members is decisive for determining the guaranteed salary, the schedule reductions to be granted, or the additional lessons to be paid.
4. To assess the overall obligations of teaching staff members whose hourly index differs, the ratio of these indices is taken into account.
[20] 1. The salary upon the hiring of teaching staff members is, in principle, set at the initial level of the pay scale, subject to their age and teaching experience.
2. For the allocation of levels to teaching staff members aged 30 years or older at the time of their appointment, the scale is as follows
- 14 levels for those aged 50 years or older as of January 1st.
3. For the allocation of levels to individuals who have previously taught outside of the public educational institutions in Neuchâtel, one level is recognized for each full calendar year of teaching carried out in a recognized public or private school.
4. Substitute teaching assignments lasting less than an entire school year as well as teaching years completed without a teaching qualification are not taken into account.
5. When teaching staff members are simultaneously affected by paragraphs 2 and 3 above, the most favorable allocation principle between the two is applied to them.
6. In vocational training, up to four additional levels beyond those defined in paragraphs 1 to 4 above may be exceptionally granted for teaching professional and practical subjects.
[21] 1 The salary of teaching staff members shall be increased by one grade per year up to the maximum remuneration provided for by the salary scale.
2. The increase shall take effect from January 1 following the expiration of a full year of teaching.
3. Teaching staff members shall be entitled at least to increments awarded based on their age in accordance with the schedule in Article 25, paragraph 2.
4. When a teaching staff member's absence does not exceed one year, the regular increase in grade will apply.
5. When the absence exceeds one year, the number of grades shall be frozen from the beginning of the second year until the year in which the duties are resumed.
6. Days resulting from the granting of short-term leave, maternity and paternity leave, adoption leave, days dedicated to fulfilling mandatory military or civil protection service, as well as days devoted to holding public office within the limits set by Article 31 LSt, are not considered absences under the meaning of this provision.
7. In case of a warning as per Article 46 LSt or a reprimand as per Article 48 LSt, the annual salary increase is generally not granted, unless the employing authority decides otherwise.
8. The provisions relating to grades do not apply to temporary lecturers in vocational schools.
[22] 1 For the attribution of levels to teaching staff who do not possess the legally required qualifications for the position held, the scale is as follows
- 14 levels for those aged 50 and over as of January 1st.
2. When members of the teaching staff assume a new teaching role for which they do not possess the legally required qualifications, the number of levels for the relevant activity is assigned based on the scale of paragraph 1.
3. In the absence of the required pedagogical qualification, the salary is reduced by 15%.
4. In vocational training, if teaching is provided as a secondary activity in professional and practical branches and is less than 156 periods per school year, the 15% reduction is not applied.
5. In vocational training, up to four additional levels to those defined in paragraphs 1 to 4 above may be exceptionally granted for teaching in professional and practical branches.
[23] Teaching staff members who do not possess the required legal qualifications are not eligible for annual progression; instead, they progress on January 1st, based on their age in accordance with the scale detailed in Article 26a, paragraph 1.
Article 26 [24]
[25] 1 For the positions of director or deputy director, the rules for setting the initial salary and progression through the grades are those applicable to compulsory education.
2. For delegates, project managers, teachers, and instructors, the rules for setting the initial salary and progression through the grades are those applicable to teaching staff in public cantonal, municipal, and inter-municipal educational institutions.
[26] 1 When a member of the teaching staff changes position to a new teaching activity for which they hold the legal qualifications, the new salary is determined as follows
a) if the person is classified in a higher salary grade in their new teaching role: their basic salary at 100%, without allowance, without supplementary remuneration, and without reduction for lack of qualifications is used as a reference in the new grade and adjusted to the next higher step, but at least to the step corresponding to their age as defined in article 25, paragraph 2;
b) if the person is classified in a lower salary grade in their new teaching role: they retain the number of steps they previously had.
2. The principles defined in paragraph 1 apply if they are more favorable to the person concerned than the recognition of a step for each full calendar year of teaching completed.
3. When the change of teaching position occurs without interruption, the increase takes effect as of January 1st following the commencement of the new activity.
1. Public office holders who perform military service, civil service, or civil protection service in Switzerland are entitled to receive their full salary during the first 45 working days of absence each year.
2. From the 46th to the 90th day, the salary is reduced by 25%.
3. From the 91st day, public office holders are entitled to a salary equivalent to the amount of loss of earnings compensation.
4. A public office holder who has a legal maintenance obligation for their children is entitled to receive their full salary
a) during the duration of basic military training;
b) for an equivalent duration if performing civil service without having completed basic military training;
c) for the remaining duration corresponding to their basic military training if performing civil service after completing part of it.
5. The loss of earnings compensation is acquired by the State up to the amount of the salary and various allowances paid to public office holders.
[27] 1 In the case of absence due to illness and/or the consequences of accidents, holders of public functions are entitled to receive all or part of their salary for
b) 720 days from the date of appointment, but no later than two years after provisional engagement for teaching staff members.
2. As long as a total or partial absence of 180 days per period of 900 days is not reached, the salary is paid without reduction. Starting from the 181st day of total or partial absence, the salary corresponding to the holder's absences is paid at 80%.
3. When the illness or accident is of an occupational origin as defined by the Federal Law on Accident Insurance (FLAI), of March 20, 1981 [28], the salary is paid at 100% for 720 days per period of 900 days.
4. The right arises with the commencement of the service relationship. The moving observation period of 900 days is calculated retroactively from each day of absence due to illness or accident.
5. The right to salary in the event of absence ceases to have effect upon the termination of the service relationship.
[29] For auxiliary staff called in as replacements, the duration of salary payment in the event of illness or accident cannot exceed the time elapsed from the beginning of their employment until they are unable to work; however, this duration is at least 12 days, unless a closer term is specified in the employment relationship (art. 29, para. 5).
**1. In the event of death occurring during the course of service, the salary of public office holders shall be paid until the end of the month during which the death occurred.**
**2. An indemnity equivalent to four months' salary shall also be paid:**
a) to the spouse or registered partner;
b) failing that, to the children for whom the deceased public office holder had a legal maintenance obligation;
c) failing that, to other persons whom the deceased public office holder was effectively maintaining.
**3. The reduction or elimination of the right to salary in cases of gross negligence is reserved.**
When a holder of public office has exhausted the rights conferred by Articles 29 and 30 and is unable to claim any benefits from the Pension Fund in the case of total incapacity for work, the Council of State, if necessary after consulting the appointing authority, may grant them an amount corresponding to all or part of the salary for a limited period.
Insurance benefits, for which premiums have been paid wholly or partially by the State, are deducted from the salary when they are intended to cover a loss of income.
1. The right to compensation is reduced or revoked when a public office holder has, through gross negligence, caused, maintained, or worsened the illness or accident they suffered.
2. A public office holder notably commits a gross negligence if they, without valid excuse, do not undergo medical treatment likely to help them recover all or part of their working capacity, or fail to take reasonable professional rehabilitation measures that can be expected of them.
3. Benefits due to survivors are reduced or revoked
a) in the event of gross negligence by the public office holder;
b) if the office holder contributed to causing, maintaining, or worsening the illness or accident they were a victim of.
1 When a third party is responsible for the illness or accident involving a holder of a public office, or if applicable, its aggravation, the victim or their survivors assign to the State the rights they have against the said third party.
2. Otherwise, the State reduces or eliminates the benefits to which it is obliged pursuant to Articles 29 to 31.
1. Rights Transfer to the State Concurrent with Its Benefits
2. However, if the State has reduced its benefits because the damage was caused by gross negligence, the rights of the victim or their survivors transfer to the State only in proportion to the relationship between the State's benefits and the amount of the damage.
1. To the extent that salaries and allowances are attachable under the Federal Act on Debt Collection and Bankruptcy of April 11, 1889, they may be offset against any amount owed by their recipient to their employer.
2. To the same extent, the municipality or the legal entity that undertook the engagement is required to withhold on behalf of the State the necessary amounts for the reimbursement of sums owed to the latter by a public officeholder.
3. The law of obligations further governs the conditions and effects of set-off and withholding.
1. A public office holder who, for more than two consecutive months, temporarily performs a substitution in a role superior to their own is entitled, from the beginning of the 2nd month, to a monthly allowance determined on a case-by-case basis by the Council of State. However, the amount cannot exceed two-thirds of the difference between the maximum salary provided for the ordinary position and the maximum salary provided for the higher position.
2. The allowance is paid if the substitution has been ordered or approved by the appointing authority.
[30] 1 A monthly allowance of 80 francs, per trainee, is granted to the trainer of CFC and AFP apprentices and MPES interns in addition to their basic salary.
2. A monthly allowance of 80 francs, per trainee as per the convention on practical training HES-S2, is granted to the practical trainer of the adult and youth protection service in addition to their basic salary.
The disadvantages resulting from the completion of special works are compensated in accordance with Article 60, letter a LSt.
[31] The Council of State may grant an individual or collective special remuneration, in the form of a team bonus, to civil servants who provide their employer with outstanding services.
[32] The on-call duty is addressed in a separate ordinance.
[34] The classification of functions in upper secondary education is as follows
Classes D2 – D1
Principal of the cantonal high schools;
General Director of the Neuchâtel Vocational Training Center.
Classes D3 – D2
Director of Competence and Training Centers of the Neuchâtel Vocational Training Center;
Director of the IT service for secondary level 2.
Classes D4 – D3
Deputy Principal of the cantonal high schools;
Deputy Director of Competence and Training Centers of the Neuchâtel Vocational Training Center;
Deputy Director of the IT service for secondary level 2;
Co-director of the entities for general education and physical and sports education.
[35] 1 The management members of compulsory education are divided into two roles
b) assistant director of a center.
2. The assignment of management members of compulsory education is defined as follows
- director of a center
- assistant director of a center
[36] 1 The Council of State determines the remuneration and working hour obligations for teaching staff members who, due to the special nature of their function, are not included in the present regulation.
2. Additionally, it establishes specific working hour obligations related to the roles of head of laboratory, head of construction office, and head of workshop, as well as those holding a position in a computer laboratory.
[37] 1. Teaching staff specialized in theoretical subjects for programs leading to the Federal VET Diploma (CFC), practical training, general culture, commercial education theory, and office studies, who possess the necessary qualifications, may be assigned to teach up to 10 weekly periods in continuing education classes for adults (including modular training) leading to a Vocational Education and Training Certificate (AFP) or a Federal VET Diploma (CFC).
2. Teaching staff responsible for practical training in initial vocational education can be assigned to teach up to 10 weekly periods of theory in programs leading to an AFP or a CFC.
3. These periods are standardized to index 28 for theoretical instruction and to index 35 for practical training.
[38] 1 When a member of the teaching staff, who holds the required teaching qualifications in the various concerned disciplines, teaches general subjects and is assigned, up to one-fifth of a full-time position, to lessons in special subject(s), they are remunerated, for the entirety of their teaching, according to the salary scale of the higher pay class, at the index corresponding to each discipline.
2. Special subjects are defined as physical education in post-compulsory education, music, visual arts, creative and manual activities, physical education, and home economics in compulsory education.
[39] The Salary Grades for Executive Members, Delegates, and Mission Officers of the Neuchâtel Music Conservatory are as follows
- Mission Officer: Grade G.
[41] 1 Upon transitioning to the new scale, the positions of civil servants remain in the same salary class.
2. For teaching staff, the transition is carried out according to the new salary grid, taking into account the conversion between the old salary classes and the new ones.
3. Civil servants and teaching staff whose employment decision specifies a fixed salary will see their salary unchanged.
**[42] 1 Basic Pay at 100%, without allowances, without supplementary remuneration, and without reduction for lack of qualifications will be used as a reference in the new scale and adjusted to the corresponding level of equal or directly superior pay.**
**1bis For teaching staff, the automatic annual increases of 2015 and 2016 are added to the basic pay.**
**1ter The transfer into the new salary scale as of January 1, 2017, is carried out based on the last pay of the year 2016.**
**2. The process of transfer to the new scale replaces the granting of levels on January 1, 2017.**
**3. Teaching staff who were not at the maximum of their previous pay class will further progress by an additional level after the transfer. Paragraph 6 is reserved.**
**4. Notwithstanding paragraph 3 above, the last pay of the year 2016 for teaching staff members classified in class A or B, holding the required legal qualifications, entitles them at least to the granting of the level shown in the following table:**
| Class | 2016 Reference Pay (according to art. 41a, para. 1 and 1bis) | Minimum Level 2017 |
|-------|--------------------------------------------------------------|--------------------|
| A | up to 4,715 francs | 00 |
| | from 4,715.05 to 4,865 francs | 01 |
| | from 4,865.05 to 5,016 francs | 02 |
| | from 5,016.05 to 5,166 francs | 03 |
| | from 5,166.05 to 5,317 francs | 04 |
| | from 5,317.05 to 5,467 francs | 05 |
| | from 5,467.05 francs | 06 |
| B | up to 5,718 francs | 00 |
| | from 5,718.05 to 5,818 francs | 01 |
| | from 5,818.05 to 5,919 francs | 02 |
| | from 5,919.05 to 6,119 francs | 03 |
**4bis Teaching staff members who are at the ceiling of their current scale are transferred into the new classes but benefit from a fixed pay equal to their current pay.**
**4ter In any case, for teaching staff, the scale of Article 25, paragraph 2 must be respected.**
**5. Civil servants whose current pay exceeds the maximum of their class in the new pay scale will benefit, from January 1, 2018, from progression according to the principle of a fixed level of 0.5% over 4 years, up to the maximum of their class in the old scale.**
**6. For pay classes B to I, level 25 is not open as it stands.**
[43] 1. As of the academic year 2017-2018, for the teaching of physical education, teachers holding a recognized university Master's degree for teaching in physical education will be placed in salary class K or M according to the annexed tables.
2. For the allocation of steps to a person holding the required legal title, one step is recognized for each complete calendar year of teaching carried out in a recognized public or private school. For affected individuals, subject to a change in function or activity rate, the salary amount for July 2017 for teaching PE in class F or H is guaranteed in the new class.
3. When an individual is affected by both Article 25, paragraph 2, and Article 41b, paragraph 2, the most favorable principle of allocation between the two will be applied.
4. For the allocation of steps to a person not holding the required legal title, the number of steps is allocated in accordance with the scale of Article 26a, paragraph 1.
[45] Are repealed
a) the implementation regulation for the staff of public educational institutions, of the law concerning the general status of staff under the State budget, dated 14 July 1982 [46];
b) the order setting the job classification for physical education and sports (PES) teachers holding a university or HES degree, dated 23 June 2004 [47].
Salary grades and hourly indices for teaching staff
*or certificate or diploma in special education / **General subject teachers holding a Master's or Bachelor's degree who teach a subject in which they have the legal qualifications are classified in class D (29), subject to general subject teachers engaged in the 7th or 8th year before the August 2015 school year who are classified according to the terms defined by the DFFI.
*related to the subject(s) taught / **In the 11th year, generalists remain classified in D (28) during the 2016-2017 school year. In the 9th, 10th, and starting from August 2017, in the 11th, generalists move to G (28) in the subject(s) in which they have obtained additional generalist teacher training to teach level 2 subjects in secondary education 1 or in all subjects if they have obtained all the required units of training / ***or certificate or diploma in special education.
*related to the subject(s) taught. **Subject to holders of a university Master's degree in physical education and sport or a qualification deemed equivalent who are classified in class K, index 30, according to the terms defined in Article 41b.
*or certificate or diploma in special education / **related to the subject(s) taught.
High schools and functions covering the entire post-compulsory education [49].
Vocational training [50].
Cant.: cantonal / Constr.: construction / Dipl.: diploma / ECTS: European Credit Transfer and accumulation System / EFSM: Federal School of Sport Magglingen / ens.: education / équi.: equivalent / ES: Advanced School / ESCEA: Advanced School for Managers in Economics and Administration / ESES: Social Educator ES / ET: Technical School / ETS: Advanced Technical School / HEP: University of Teacher Education / HES: University of Applied Sciences / IFFP: Federal Institute for Vocational Education and Training / ing.: engineer / insti.: teacher / péd.: pedagogical / prof.: professional / sec.: secondary / techn.: technician / uni.: university.
*related to the subject(s) taught / **the former ET diplomas have now become ES diplomas / ***note: the practice defined here does not correspond to the practice fields of compulsory education and high schools / ****Index 23 applies to newly hired teachers whose remuneration is set at grades 00 and 01 in 2017 and 2018, at grade 02 or lower in 2019, at grade 03 or lower in 2020, and so on.
8
Non-professional education
Instructor*
Class B
(30)
Course lecturer*
Pre-vocational education
Instructor*
Class E
(24)
Course lecturer*
Cross-functional roles
Visiting professor **
Lump sum corresponding to class B, grade 12
Music-schools facilitator ***
Class E
Technologist ***
Class B