Ordinance on the Personnel Act (Personnel Ordinance, PersV) (Personalverordnung, PersV) - Scope (RP)

1. This ordinance applies within the scope of Articles 1-3 of the Personnel Act (PersG). Exceptions are reserved for differing provisions in special legislation.

1. Competence Regulation

Personnel Category | Hiring or Dismissal Authority | Determination of Initial Salary | Personnel Interview | Individual Salary Adjustment

--- | --- | --- | --- | ---

Upper Management including Heads of Offices | Government Council | Government Council | Head of Directorate | Government Council

Department Manager | Head of Office | Head of Office | Head of Office | Direct and indirect supervisor; in any case, the Head of Directorate must also approve the salary proposal

Office Employees | Head of Office | Head of Office | Direct supervisor | Direct and indirect supervisor; in any case, the Head of Directorate must also approve the salary proposal

Department Employees | Department Manager | Department Manager | Direct supervisor | Direct and indirect supervisor; in any case, the Head of Directorate must also approve the salary proposal

Trainees | Human Resources Department | Human Resources Department | Trainer | Human Resources Department

1. The competent appointer is regulated in Annex 1.

1. Rest Day Allowance per Hour

- According to Work Schedule: CHF 6.-

- From On-Call Duty: CHF 9.-

- Due to Unforeseen Assignment: CHF 12.-

2. Night Work According to § 58

- According to Work Schedule: CHF 6.50

- From On-Call Duty: CHF 9.-

- Due to Unforeseen Assignment: CHF 12.-

1. General On-Call Duty

On-Call Duty | Mon-Fri | Rest Days

--- | --- | ---

general on-call duty: Flat rate per hour | CHF 5.- | CHF 7.50

winter service, flat rate per winter | CHF 1,500.- | incl.

janitorial staff with public hall or public auditorium, per month | CHF 270.- | incl.

1. Flat Rate per Hour (Mon-Fri and Days Off): 11.-

2. Simultaneous receipt of an on-call duty allowance and a presence duty allowance is not permitted.

1. The hiring authority may appoint two or more individuals jointly for a position or area of responsibility (job sharing).

2. If a member of a job sharing group resigns, the employer may also terminate the other individuals. This termination is considered a substantial reason for termination within the meaning of Art. 59 para. 1 of the Personnel Act (PersG).

1. Education and Training (Evaluation up to 120 Points)

1. Minimal schooling / short orientation / apprenticeship

2. Federal vocational certificate (EBA)

3. Federal certificate of competence (EFZ)

4. Federal certificate of competence (EFZ) plus a professional certificate

5. Federal certificate of competence (EFZ) plus a federal diploma / Bachelor's degree

6. Bachelor plus continuing education Master's or consecutive Master's

7. Consecutive Master's plus further advanced education such as a law diploma, continuing education Master's

2. Necessary Job-Relevant Experience (Evaluation up to 65 Points)

1. None to 2 years

2. From 2 years to less than 5 years

3. From 5 years to less than 8 years

4. 8 years and more

3. Communication Skills (Evaluation up to 74 Points)

| Flexibility of Communication | Complexity of Message | Languages |

| --- | --- | --- |

| Primarily standardized communication | No special requirements | Oral knowledge of German sufficient |

| Communication partially needs to be adapted to the recipients | Within the scope of solid professional practice | Solid oral and written knowledge of German required |

| Frequent flexibility in communication required | High requirements | Additional oral knowledge of at least one foreign language |

| Regular flexibility in communication required: Constantly changing topics and recipients | Very high requirements | At least one foreign language in spoken and written form |

4. Physical Exertion (Evaluation up to 74 Points)

1. Low / changing positions with light physical strain

2. Often standing work / constant moderate physical strain

3. Significant physical strain over a long period or strong short-term strains

4. Strong physical strain over a long period

5. Scope, Diversity of Responsibilities (Evaluation up to 111 Points)

1. Low / narrow field

2. Homogeneous subject matter

3. Medium / within a professional field

4. Also additional or adjacent fields

5. High / heterogeneous task complex

6. Very high / various disciplines

6. Determinacy of Task Completion (Evaluation up to 74 Points)

1. Work execution according to clear specifications / definite processes

2. Work execution according to known rules or procedures

3. Work execution based on general or diverse foundations

4. Work execution within the framework of principles, guidelines, and practices

7. Complexity of Decision-Making Situations (Evaluation up to 74 Points)

1. No real decisions to be made

2. Assessment elements and consequences of decisions are clear / decisions are frequently repeated

3. Decisions are partly based on uncertain assumptions / experiences are known

4. Decisions are generally complex and frequently novel

8. Complexity of Tasks (Evaluation up to 74 Points)

| Planning | Execution |

| --- | --- |

| No particular planning difficulty | Low-difficulty execution |

| Good short-term planning necessary | Execution requires advanced professional knowledge |

| Organizational planning with a time horizon of up to several months necessary | Execution of difficult tasks and activities |

| Complex planning with a time horizon of one to several years necessary | Execution of complex tasks and activities |

9. Execution Responsibility and Professional Responsibility (Evaluation up to 111 Points)

1. None or very minimal responsibility / immediate supervision by a superior

2. Responsibility for care or material resources / frequent supervision by a superior

3. Responsibility for (formal) accuracy or material resources with increased financial value / occasional supervision by a superior

4. Responsibility for professional accuracy or financial/material resources with significant financial value

5. High responsibility for professional accuracy or financial/material resources with significant financial value / responsibility for large projects

6. Integrated quality and financial/resources responsibility for services with central importance for the entire administration

10. Leadership Responsibility and Enforcement (Evaluation up to 111 Points)

1. Pure execution responsibility

2. No direct leadership responsibility (only indirect or temporary leadership responsibility)

3. Leadership responsibility available / immediate consequences noticeable / few subordinates

4. Medium / easily manageable / several subordinates

5. High / not easily manageable / many subordinates

6. Very high / complex leadership area / challenging overview

11. Working Conditions: Environment, Working Hours, Other Hardships (Evaluation up to 56 Points)

1. Generally good working conditions

2. Frequent, sometimes strong impairments

3. Constant strong impairments

12. Stress Influences (Evaluation up to 56 Points)

1. Generally no stress influences

2. Frequent / sometimes strong

3. Constant

1. The employer may request the following extracts from registers

1. Criminal record extract (private extract and special private extract);

2. Debt collection register extract.

1. Salary Bands

Band | Functional Salary (5/8 of the maximum functional and performance salary) | Maximum Performance Salary (3/8 of the maximum functional and performance salary) | Maximum Functional and Performance Salary | Functional Value

--- | --- | --- | --- | ---

L1 | 47,008 / 3,616 | 28,197 / 2,169 | 75,205 / 5,785 | < 338

L2 | 51,688 / 3,976 | 31,018 / 2,386 | 82,706 / 6,362 | 338-393

L3 | 56,914 / 4,378 | 34,138 / 2,626 | 91,052 / 7,004 | 394-430

L4 | 62,673 / 4,821 | 37,596 / 2,892 | 100,269 / 7,713 | 431-467

L5 | 68,965 / 5,305 | 41,379 / 3,183 | 110,344 / 8,488 | 468-504

L6 | 75,933 / 5,841 | 45,552 / 3,504 | 121,485 / 9,345 | 505-541

L7 | 83,564 / 6,428 | 50,128 / 3,856 | 133,692 / 10,284 | 542-578

L8 | 91,858 / 7,066 | 55,120 / 4,240 | 146,978 / 11,306 | 579-615

L9 | 101,101 / 7,777 | 60,658 / 4,666 | 161,759 / 12,443 | 616-652

L10 | 111,137 / 8,549 | 66,690 / 5,130 | 177,827 / 13,679 | 653-689

L11 | 122,252 / 9,404 | 73,359 / 5,643 | 195,611 / 15,047 | 690-745

L12 | 134,446 / 10,342 | 80,652 / 6,204 | 215,098 / 16,546 | > 745

1. The weekly working hours amount to 42 hours based on a full-time position of 100 percent.

2. On the day before public holidays, the daily working hours are reduced by one hour for a full-time position of 100 percent.

1. Calculation of Wage Adjustment Proposals According to § 48


1. Working time may be agreed upon within the following ranges

Option | Weekly Working Hours | Annual Salary in Percentage | Compensation Days

--- | --- | --- | ---

1 | 39 | 92.8 | -

2 | 39 | 90.4 | 5

3 | 40 | 95.2 | -

4 | 40 | 92.8 | 5

5 | 41 | 97.6 | -

6 | 41 | 95.2 | 5

7 | 42 | 100.0 | -

8 | 42 | 97.6 | 5

9 | 42 | 95.2 | 10

10 | 43 | 100 | 5

11 | 43 | 97.6 | 10

12 | 44 | 100 | 10

2. Employees who wish to work according to a range must apply to their superior before the beginning of the respective calendar year.

3. The superior may reject the application based on operational needs.

4. The agreed range applies indefinitely. It can be unilaterally revoked at the end of a calendar year.

1. For professional duties conducted outside of the workplace, employees may claim the following expenses for meals and accommodation

1. for an external breakfast: CHF 10.00;

2. for an external lunch or dinner: CHF 30.00;

3. for external overnight stays, the actual costs for a three-star hotel; exceptionally, costs for a higher hotel category will be reimbursed if an overnight stay in a specific hotel is mandated.

2.

Meals | Compensation

--- | ---

Breakfast for required duties starting before 06:00 and ending after 09:00 | CHF 10.-

Lunch for required duties starting before 11:00 and ending after 14:00 | CHF 30.-

Dinner for required duties starting before 18:00 and ending after 21:00 | CHF 30.-

Night allowance (duty of at least 4 hours from 21:00) | CHF 14.-

Packed meal for duties in remote areas or with constant presence requirement | CHF 14.-

1. Employees are entitled, upon request, to an annual reimbursement equivalent to the cost of the Half-Fare Travelcard, if

1. their employment workload according to the employment contract is at least 40 percent; and

2. the employment contract is concluded for at least one year.

2. The reimbursement is paid out only after the probation period has ended.

1. For professional activities outside the workplace, employees may claim reimbursement for travel costs equivalent to a second-class ticket with a half-fare travel card.

2. Employees from salary band 8 and above are reimbursed for a first-class ticket.

3. Travel reimbursement for the use of private vehicles is only granted if

1. a significant time saving can be achieved;

2. the use of the vehicle is an operational necessity;

3. extensive materials need to be transported;

4. a carpool is formed; or

5. the destination is poorly served by public transport.

4. The travel reimbursement for the use of private vehicles per kilometer driven is

1. Car: CHF -.70

2. Motorcycle: CHF -.30

5. The actual parking costs for the vehicles are reimbursed.

6. Flat-rate travel expenses for using private vehicles

- Foresters, Flat-rate per month: CHF 1,200.-

- Gamekeepers, Flat-rate per month: CHF 900.-

1. Professional Clothing, Personal Equipment

| Clothing / Equipment | Compensation |

| --- | --- |

| Rangers, Foresters, per year | CHF 800.- |

| Members of the Police Corps for Civilian Operations (when primarily working in civilian attire), per year | CHF 300.- |

| Members of the Police Corps for Civilian Operations (when primarily working in uniform), per year | CHF 100.- |

| Members of the Alpine Task Force for private equipment, per year | CHF 100.- |

1

Article: Compensation

- Lump-sum compensation for passing the aptitude test: CHF 1,000.-

- Monthly subsistence allowance until becoming operationally capable and during retirement: CHF 150.-

- Annual lump-sum compensation for an operationally capable dog (including subsistence allowance): CHF 2,500.-

2. The liability insurance for the owner, veterinary costs, and the annual dog tax are borne by the canton.

1. The lunch break or a comparable work interruption lasts at least 30 minutes.

2. For each half workday, the work break may be ten minutes; it counts as working time.

1. For collective activities, such as company outings, year-end and Christmas dinners, team-building events, and similar occasions, departments have CHF 180.- available per year and per employee.

2. For individual gifts and small expenses for employees on occasions such as joining the company, milestone birthdays, prolonged illness, hospital stays, or other special events, department heads and the management of other superior organizational units of the administration and the courts have CHF 100.- available per year and per employee. Only the actual costs are reimbursed.

3. For service anniversaries, the department heads have the following additional amounts available for an individual gift, event, or dinner

1. 10, 15, and 20 years of service: CHF 500.-

2. 25 and 30 years of service: CHF 750.-

3. From 35 years of service: CHF 1'000.-

4. For retirements, the department heads have the following additional amounts available for an individual gift, event, or dinner

1. Up to and including the 10th completed year of service: CHF 250.-

2. From the 11th year of service up to the 20th completed year of service: CHF 500.-

3. From the 21st year of service: CHF 750.-

1. Public holidays as per the Holiday Act, Saturdays, the days following Easter, Pentecost, and Christmas, as well as Fat Thursday, are non-working days.

1. The following options are available for granting recognition bonuses to employees

1. Payment;

2. Voucher;

3. Leave, where 1 day of leave corresponds to 1/240 of the annual salary.

1. The Executive Council shall, upon request from the State Chancellery, regularly determine the office hours of the administration, taking into account the needs of the clients as well as the organizational units.

2. The office hours shall be published on the homepage.

1. During the period from December 24 to and including January 2, the administration generally remains closed. If January 3 falls on a Friday, the administration will also remain closed on that day.

2. This period is not considered non-working time according to § 8. Employees have the opportunity to work or to compensate for the required working hours through vacation or flexitime compensation.

1. The difference between the prescribed working hours and the actual hours worked results in time credits or time debts (time balance).

2. Time credits must be compensated taking into account the operational needs.

1. Time credits or time debits may be carried over to the following year up to a maximum of 40 hours.

2. Time credits exceeding 40 hours will lapse without compensation.

3. Time debits exceeding 40 hours will be offset by salary deduction in accordance with § 21, paragraph 3.

1. Upon termination of the employment relationship, the time balance should be compensated during the notice period if possible.

2. The remaining time balance will be paid out or reclaimed in accordance with § 21 paragraph 3.

1. For the allocation of employees' working hours, one of the following working time models is decisive

1. Flexitime;

2. Flexible working hours;

3. Annual working hours.

2. If no alternative arrangement is specified in the employment contract, flexitime is decisive.

1. Employees may, subject to core working hours and other differing provisions in legislation or employment contracts, generally choose the start, lunch break, and end of their daily working hours freely.

2. The supervisor may create a work or deployment schedule or impose restrictions if such measures are necessary for operational reasons.

1. Employees are generally required to be present during the following core hours, subject to any differing work or deployment schedules

1. from 8:30 AM to 11:30 AM;

2. from 2:00 PM to 4:00 PM.

2. The supervisor may allow exceptions for employees, taking into account operational needs.

1. Employees may arrange their working hours independently, taking into account the operational needs.

2. The provisions regarding inconvenience allowances do not apply. Inconveniences are exceptionally compensated if

1. this is provided for in Appendix 2; or

2. employees must work during prescribed working hours.

1. The annual working time is calculated each year based on the weekly working time.

2. The agreed annual working time may be completed in less than twelve months or with different part-time capacities during a calendar year.

3. The distribution of the annual working time is to be agreed in writing in advance between the employees and the supervisor. An average of no more than 50 hours per week may be worked.

4. The employment contract must specify

1. the maximum allowable time debt or time credit;

2. the maximum time credit that may be carried over to the next calendar year at the end of the year.

1. Wage payment shall be made in the form of equal monthly salaries regardless of different monthly working hours.

2. The workload relevant to wage payment corresponds to the ratio between the agreed and the prescribed working hours according to § 5.

1. Overtime hours are defined as those work hours ordered by the supervisor that exceed the agreed-upon working hours. This particularly applies to employees who must perform their duties according to a prescribed work or deployment schedule.

2. Overtime should generally be ordered in advance and in writing. The extent, duration, compensation, or financial remuneration must be defined in this process.

3. The overtime arrangement should, as far as possible, be reported to the Personnel Office in advance.

4. Overtime that is to be paid out must be approved by the Council of Ministers if it exceeds the amount budgeted for fulfilling the service mandate of the concerned office.

1. Overtime is to be compensated considering the operational needs.

2. Time debts will be offset against the overtime hours worked at the end of the calendar year.

3. The remaining overtime hours are generally compensated at the end of the calendar year at a rate of 1/2000 of the annual salary, excluding allowances such as social or inconvenience allowances.

1. Employees are obligated to independently adhere to their working hours.

2. Supervisors are responsible for ensuring compliance with work time regulations by their employees. They may issue instructions and conduct checks.

3. The Personnel Office may issue guidelines that must be followed by both employees and supervisors.

1. Employees record their working time and their performance on a daily basis.

2. Supervisors and staff of the personnel office may access the working time and performance records at any time.

1. If employees are prevented from appearing at work, they must report this, stating the reason, to their supervisor in advance if possible.

2. Absences due to illness or pregnancy lasting more than five working days, or due to an accident lasting more than three working days, must be substantiated by a medical certificate. The supervisor is entitled to request a medical certificate at an earlier stage.

1. For employees who, in the exercise of their professional function and according to the instructions of their superior

1. must attend meetings of authorities, commissions, or committees, the corresponding time is considered working time;

2. attend conferences or similar events, the corresponding time is considered working time up to a maximum of 10 hours per day. This is subject to further training in accordance with § 84 et seq.

2. There is no entitlement to attendance fees.

1. The following are considered paid absences

1. for a visit to a doctor, the necessary time up to a maximum of two hours per week;

2. the necessary time for breastfeeding or for expressing milk for nursing mothers;

3. for attending a funeral, subject to § 29 para. 1 item 3, the necessary time up to a maximum of two hours.

1. For community activities, the management may allocate a maximum of half a working day per calendar year as paid leave at the expense of the employer. The entitlement can also be used cumulatively for two years.

1. All other absences, subject to vacation and holidays, shall not be considered as working time.

1. Employees may, after notifying their superior and where justified, take the following maximum number of paid leave days, provided these fall within working hours

1. for their own wedding: 2 days

2. for the wedding of children, siblings, or a parent: 1 day

3. in the event of a death

a) of a spouse, a registered partner, a partner in a registered partnership, a life partner, or a child: 5 days

b) of parents: 2 days

c) of siblings, grandparents, parents-in-law, parents of a partner in a registered partnership, uncles, aunts, grandchildren, or brothers/sisters-in-law: 1 day

4. for moving residence: 2 days

5. for military recruitment: the number of days according to the summons

6. for discharge from military service: 1 day

2. The regulations of the Swiss Code of Obligations apply mutatis mutandis for the leave of the other parent, leave for caring for relatives, leave for caring for a child seriously impaired in health due to illness or accident, or adoption leave.

3. The direct superior may grant unpaid leave taking into account operational or other important reasons, as well as in accordance with the guidelines of the respective office.

1. Free of charge for leading, supervising, or advisory activities within the framework of extracurricular youth work in a cultural or social organization, as well as for the necessary training or further education, there exists, subject to Paragraphs 2 and 3, an entitlement to up to a maximum of five vacation days per calendar year.

2. Leave for extracurricular youth work is granted to

1. Apprentices and employees up to the completion of the 30th year of age;

2. Employees who have completed their 30th year of age, provided they also make available ordinary vacation days in equal parts.

3. When taking leave for extracurricular youth work, operational needs must be taken into account.

1. The superior may, after consultation with the personnel office, grant leave for necessary courses, reports, or meetings of the fire brigade and other protection services.

2. Compensations for courses, reports, or meetings that take place during regular working hours must be submitted to the employer after a deduction of expenses amounting to CHF 60.

3. There is no legal entitlement to leave for protection services.

1. Employees who are members of a cantonal or communal authority or commission elected for a fixed term, and have an authorization according to Art. 49 of the Personnel Act, are entitled to a maximum of five paid days off for official duties that must be performed during regular working hours.

2. Any additional time required may only be compensated with flexitime or vacation.

3. In the authorization pursuant to Art. 49, the Government Council may stipulate that no leave days may be taken or that an appropriate salary deduction shall be made for the leave days. The personnel office shall issue directives in this regard.

1. Employees are entitled to maternity leave of 16 weeks from the day of childbirth. Furthermore, Articles 329f paragraphs 2 and 3 of the Swiss Code of Obligations (CO) apply accordingly.

2. If the employment relationship lasted at least two years before the commencement of the leave, employees are entitled to full remuneration for the entire duration of the maternity leave. Otherwise, they are entitled to maternity compensation in accordance with the Federal Law on Income Compensation for Service Providers and in the event of Maternity (Income Compensation Act, ICA).

3. The income compensation payments to be made by the compensation fund are allocated to the employer.

4. Maternity leave does not result in a reduction of the entitlement to vacation days. Sick days, accident days, and public holidays that fall within the period of maternity leave cannot be compensated retroactively.

1. Employees are entitled to the following vacation days per calendar year

1. Up to and including the calendar year in which they reach the age of 20, 30 working days;

2. From the beginning of the calendar year in which they reach the age of 21, up to and including the calendar year in which they reach the age of 45, 25 working days;

3. From the beginning of the calendar year in which they reach the age of 46, up to and including the calendar year in which they reach the age of 59, 27 working days;

4. From the beginning of the calendar year in which they reach the age of 60, 30 working days.

2. If the employment relationship is established or terminated during a calendar year, the duration of the vacation is to be calculated in proportion to the period of employment.

1. Employees shall, in consultation with their supervisor, take their vacation in larger, consecutive parts throughout the calendar year; at least two weeks of vacation must be consecutive.

2. The supervisor may approve taking a shorter portion of the vacation on a day-to-day basis, particularly for the purpose of catching up on or granting additional vacation days.

1. If leave cannot be taken during the current calendar year due to operational or other important reasons, it must be utilized by no later than April 30 of the following calendar year. If more than five days are carried over to the next calendar year, the approval of the supervising authority is required.

2. Leave not taken by April 30 expires without compensation. The employment authority may, with the consent of the personnel office, exceptionally extend the deadline until the end of the calendar year if timely leave is not feasible.

1. Non-working days that fall during the holidays will be compensated, provided they are not Saturdays or Sundays.

2. If employees fall ill or suffer an accident during the holidays, the days of illness or accident indicated by a medical certificate will not be counted as vacation days, as long as they are working days and full incapacity for work is confirmed.

1. As a general rule, no compensation is granted for unused vacation.

2. If the employment relationship is terminated with due observance of the regular notice period or through retirement, and the vacation can no longer be taken before the employment ends due to operational reasons, compensation must be granted.

3. The compensation amounts to 1/240 of the previous year's salary for each unused vacation day.

1. If employees are unable to work due to illness, pregnancy, or accident for more than 20 working days per calendar year, the duration of the vacation is reduced by one-twelfth for every additional 20 working days of incapacity.

2. In the case of unpaid leave, the duration of the vacation is proportionately reduced.

3. For military, civil protection, or civilian service of more than 20 working days per calendar year, the duration of the vacation is reduced by one-twelfth for every additional 20 working days of service; special regulations of the government council in cases of emergency operations are reserved.

1. The departments, offices, and courts are responsible for adhering to the salary total allocated to them for their management area pursuant to the performance mandate in the budget.

2. Deviations from the salary total must be reported to the personnel office without delay.

3. The government council decides on the distribution of mutation gains and losses.

**1. Each position shall be evaluated based on the following criteria:**

1. Education and further training;

2. Necessary function-relevant experience;

3. Communication skills;

4. Physical exertion;

5. Scope and diversity of the task area;

6. Determination of task completion;

7. Degree of difficulty in decision-making situations;

8. Degree of difficulty of the activity;

9. Execution responsibility and technical responsibility;

10. Leadership responsibility and enforcement;

11. Working conditions;

12. Stress influences.

**2. These criteria are weighted according to Appendix 3 and assigned a score.**

**3. The functional value of a position results from the sum of the evaluations of the individual criteria.**

1. Each position is assigned to a salary band.

2. The assignment is determined by the function value and the classification according to Appendices 3 and 4. If the function value of a position deviates by no more than four points from the next higher or lower salary band, an assignment to this salary band may occur if justified by objective reasons and if the equal treatment of personnel is ensured.

1. The Personnel Office conducts job evaluations and assigns positions to the salary band in agreement with the respective directorate or court authority.

2. If no agreement is reached, the decision is made by the Government Council.

1. The salary system comprises 12 salary bands according to Appendix 4; these consist of a functional and performance salary band pursuant to Art. 29 PersG.

2. The functional salary represents the minimum salary within the salary band (functional salary band); it amounts to 5/8 of the maximum possible salary.

3. The performance salary band outlines the framework for individual performance-based salary development; it encompasses 3/8 of the maximum possible salary.

1. The governing council establishes a salary guideline within each performance-pay band.

2. No direct salary claims for employees can be derived from the salary guidelines.

3. The salary guidelines increase in a degressive manner up to 75 percent of the difference between the maximum and minimum salary.

4. Employees may view the applicable salary guideline at the personnel office or with their supervisor.

1. In the initial determination of wages, consideration must be given to the relevant work experience applicable to the position, external market factors, and wage equity within the organizational unit.

1. The Personnel Office develops the basis for the personnel interview and ensures uniform execution of the performance appraisal.

2. The responsible bodies as per Appendix 1 must conduct the personnel interview with the performance appraisal by no later than November 30.

3. In the case of new hires, a personnel interview must be conducted no later than three months after hiring.

1. The Personnel Office calculates annual individual salary adjustment proposals for all employees for the upcoming calendar year in accordance with Appendix 5.

2. These individual salary adjustment proposals are calculated based on

1. the total funds available for individual salary adjustments;

2. the position of the individual salary in relation to the salary guideline; and

3. the gradient of the salary guideline at the age of the respective employee.

3. The Personnel Office provides each organizational unit with a total amount for individual salary adjustment. The total amount is derived from the sum of the salary adjustment proposals according to paragraph 1 for the respective organizational unit.

1. The entities responsible pursuant to Annex 1 shall determine the individual salary adjustments for their employees within the means made available to them.

2. When setting salaries, the performance evaluation and the criteria according to § 48 para. 2 nos. 2 and 3 must be taken into account.

1. The direct supervisor discusses individual salary adjustments for employees with their own supervisor, in consideration of wage equity.

1. Direct supervisors personally inform employees of their individual salary increases.

2. The payroll lists are signed by the direct supervisors and submitted to the personnel office. They serve as documentation for the salary payments.

1. The annual salary is paid in 13 equal installments.

2. The salary is paid monthly; the 13th month's salary is paid together with the November salary.

1. The Personnel Office informs the Government Council and the courts about the results of the periodic, systematic salary comparisons with the job market. These results are presented anonymously and can be reviewed by employees and staff associations.

1. Upon the birth of a child, employees are granted a birth allowance. The amount is CHF 500.

2. The employer provides a birth allowance for each birth. If both parents are entitled to the same birth allowance, it is paid proportionately.

3. The payment of the birth allowance is made with the next salary payment following the notification of the birth of a child.

1. The provisions of the Federal Act on Family Allowances (FamZG) and the Introductory Act to the Federal Act on Family Allowances (kFamZG) apply to child and education allowances.

1. Employees are entitled to a family allowance of CHF 100 per month for each child for whom they receive a child or education allowance under the Federal Act of 24 March 2006 on Family Allowances (FamZG) and the Introductory Act of 25 June 2008 to the Federal Act on Family Allowances (kFamZG).

2. If employees do not receive a child or education allowance due to the entitlement competition according to Art. 7 FamZG, the family allowance will still be paid.

3. The family allowance is paid proportionally according to the degree of employment.

4. Only one allowance per family is granted. If multiple persons are entitled to the same family allowance, it is distributed proportionally.

1. Inconvenience Allowances are paid for

1. Night and rest day work;

2. On-call duty;

3. Standby service.

2. They are paid in addition to the regular salary, provided the service was ordered.

1. Night work is generally considered to be work performed between 8:00 PM and 6:00 AM. For the police and the road inspection authority, work performed between 6:00 PM and 6:00 AM is considered night work.

2. Holiday work is considered to be work performed on non-working days in accordance with § 8.

3. If night work and holiday work coincide, both allowances are granted.

1. On-call duty requires employees to be reachable at all times and to commence work at the workplace within a specified period.

2. If work is performed during on-call duty, this time is considered working time. The time spent for commuting also counts as working time.

3. The temporal and financial compensation for on-call duty is suspended during the working time as per paragraph 2.

1. During on-call duty, employees are available for work assignments at the workplace outside of their regular working hours.

2. If a work assignment occurs during on-call duty, this time is considered working time.

3. During the working time according to paragraph 2, no financial compensation is provided for the on-call duty.

1. Inconvenience allowances are generally paid on an hourly basis.

2. They can be determined entirely or partially as lump sum amounts for specific categories of personnel.

1. The rates of the inconvenience allowances are determined according to Annex 2.

1. Employees shall be reimbursed for professional expenses in accordance with Annex 6.

1. For community activities, individual gifts to employees, service anniversaries, retirements, and small expenses, the departments are allocated the contribution according to Appendix 7.

2. If the approved budget credits are insufficient for the payment of these contributions, they will be proportionally reduced.

3. The heads of the departments decide on the usage, taking into account internal guidelines and the needs of the directorate.

1. Recognition bonuses are granted for exceptional performance in the form of material or non-material rewards.

2. They are available to employees in the various forms listed in Annex 8.

3. The allocation must occur in accordance with operational needs.

1. The Executive Council or the Higher Court allocates the funds approved by the Cantonal Parliament for recognition awards.

2. The office decides on the granting and the amount. The Personnel Office must be informed in writing.

3. The amount of the recognition award is determined by the significance of the service provided.

1. Employees shall receive a loyalty bonus every five years starting from the completion of the 10th year of employment, as follows

1. In the 10th or 15th year of employment: ¼ of the individual monthly salary, excluding social and other allowances;

2. In the 20th year of employment: ½ of the individual monthly salary, excluding social and other allowances;

3. From the 25th year of employment onwards: 1 individual monthly salary, excluding social and other allowances.

2. If employees leave the employment relationship due to disability, retirement, or death, they or their survivors shall be entitled to receive one-sixtieth of the next loyalty bonus as specified in paragraph 1, for each full month after the due date of the last loyalty bonus.

1. Loyalty bonuses are paid out according to the average level of employment over the last five years.

2. They are disbursed at the end of the month in which the corresponding employment year is completed.

3. Loyalty bonuses can be taken fully or partially in the form of vacation, provided that this is feasible for operational reasons. One twentieth of a month's salary is equivalent to one vacation day.

1. Employees are entitled to full remuneration during military, civil protection, or civil service, provided that the duration of the service does not exceed five weeks in a calendar year.

2. The remuneration is reduced to 80 percent

1. for services in any calendar year that exceed the duration of five weeks;

2. during basic military training.

3. The remuneration must be at least equivalent to the compensation for loss of earnings.

1. If employees receive full or partial salary payments from their employer during military, civil defense, or civilian service, youth and sports courses, or similar activities, the compensation for loss of earnings to be paid by the compensation fund shall accrue to the employer.

2. Employees are entitled to compensation for loss of earnings if the service is provided only on individual non-working days.

3. The EO application for claiming compensation for loss of earnings must be signed and submitted to the employer within ten days after the end of the service.

1. Voluntary Military, Civil Protection, or Civil Services require approval from the supervising authority, unless vacation or compensation time can be used. No remuneration is granted for approved voluntary services.

1. In the event of an emergency deployment, the government council may prescribe a differing remuneration.

1. Upon the death of employees, two months' worth of their previous salary are to be paid out to the heirs, starting from the date of death.

1. Employees shall generally perform their work at their place of employment.

1. The employer shall promote remote work (telework) within the operational possibilities.

2. Telework is defined as a situation where employees regularly perform a part of their work at an external workplace that is connected to the employer's IT infrastructure.

3. These provisions do not apply to telework in special or extraordinary situations.

1. Telework is voluntary for employees. There is no legal entitlement.

2. The employer does not pay any additional compensation for telework.

**1. The Supervisor May Approve Telework If:**

1. The job is suitable for telework and can be performed in terms of efficiency, effectiveness, and quality as if at the regular workplace;

2. The person requesting telework is familiar with their field of work and can perform their duties independently and reliably;

3. The telework environment allows for undisturbed and efficient working, and the applicable regulations on data protection, data security, confidentiality, occupational safety, and health protection as well as applicable instructions can be adhered to;

4. The organization and work in the office are not significantly impeded thereby;

5. Any electronic work equipment used meets the security technical criteria.

**2. Employees May Typically Perform a Maximum of 50 Percent of Their Contractually Agreed Employment in the Form of Telework.**

1. For telework, the supervisor and the employee enter into a written telework agreement.

2. This agreement regulates the main principles and framework conditions according to the specifications of the personnel office.

1. The telework agreement is generally valid indefinitely.

2. Each party may terminate the agreement at any time with immediate effect within the first three months. Thereafter, termination is possible with one month's notice to the end of a month.

3. For a significant reason or by mutual consent, the agreement may be terminated or dissolved at any time with immediate effect.

4. The termination or dissolution of the telework agreement must be done in writing.

1. The directorate responsible for human resources establishes the essential guidelines for teleworking, particularly regarding the availability of employees, the handling of absences, occupational health and safety, telephony, consumable materials, technical equipment, and insurance coverage.

1. In the event of illness, employees are entitled to full remuneration for the first three months. Thereafter, the entitlement to remuneration is reduced to the amount provided by the daily sickness allowance insurance. If the period of employment with the same employer is six years or more, the entitlement to full remuneration is extended to six months.

2. Subsequently, the daily sickness allowance is governed by the respective insurance contract; 80% of the current salary is paid until the 730th day.

3. Employees who have reached the statutory retirement age under the AHV (Old Age and Survivors Insurance) are also entitled to full salary during the first three or six months. Thereafter, the daily sickness allowance is determined by the respective insurance contract; it is paid at 80% of the current salary for a maximum of 180 days for all cases of illness, and not beyond the completion of the 70th year of age.

4. The insurance benefit accrues to the employer.

1. In the event of occupational accidents, employees are entitled to full compensation until they regain their ability to work or retire, as well as payment of medical treatment costs in accordance with the insurance conditions. This is subject to the full or partial termination of the employment relationship as a result of disability.

2. In the case of non-occupational accidents, employees who work eight or more hours per week (teachers: 240 minutes of net teaching time) with the same employer are entitled to payment of medical treatment costs under the insurance conditions and full compensation for the first three months. Thereafter, the compensation entitlement is reduced to the amount of the insurance benefit. If the employment period with the same employer is six or more years, the entitlement to full compensation increases to six months.

3. The insurance benefit is payable to the employer.

1. Employees have the right to examine the insurance contracts.

1. Continuing Education Includes

1.1. Training as a practical acquisition of a specific professional skill;

1.2. Further education as the continuous adaptation of basic professional training to changing circumstances;

1.3. Continuing education as targeted training with a view to direct application in an expanded area of responsibility.

2. Professional continuing education is directly related to the activity performed, whereas non-professional continuing education encompasses the areas of general, personality, and leadership training.

1. The Personnel Office coordinates continuing education measures and organizes non-specialized training.

2. The department heads promote appropriate specialized and non-specialized training for their staff and inform them about suitable training opportunities.

3. Employees in leadership positions are generally required to commence or demonstrate completion of appropriate leadership training within one year of assuming their role.

1. Applications for further training should be submitted to the superior along with the necessary documents for assessment. The superior will then submit a request to the competent authority.

1. The head of the office is responsible for granting further training of up to five working days per year or for further training outside of working hours.

2. The head of the directorate is responsible for granting further training of more than five working days per year.

3. The personnel office must be informed about the granted approvals.

1. Contributions towards the costs of further education are granted within the framework of the approved credits if the applicant is personally and professionally qualified.

2. If a comparable offering is available from the Central Switzerland Administration Further Education, this should generally be utilized.

1. No contributions towards course fees or examination fees shall be made for training exclusively in the interest of the employee.

2. For training that is in the interest of both the employee and the employer, contributions of up to half of the course fees and examination fees may be made.

3. If training is primarily in the interest of the employer, the course fees and examination fees may be fully covered.

4. Contributions from third parties towards the course fees or examination fees shall be deducted in advance when calculating the employer's contribution.

1. The employer shall pay the course costs and examination fees. Any personal contribution of the employee towards the course costs will be deducted from their salary.

2. For continuing education with a training contract or continuing education supported by federal contributions, the employee shall pay the course costs and examination fees. The employer shall reimburse their share to the employee. The personnel office may establish exceptions for certain continuing education programs.

1. For approved training sessions that take place during regular working hours, the employer shall pay the full compensation in accordance with Annex 6.

2. The time required to attend an approved training course may be counted as working time in full or in part, depending on interests, as stated in the approval.

**1. Upon a new hiring, the employer may fully or partially assume an existing obligation to repay course fees or examination fees from previous employers, provided the conditions according to this regulation are met.**

2. The payment is made only if no termination occurs during the probationary period.

3. The obligation to reimburse is governed by § 93 et seq. The commitment period begins with the new employment relationship.

1. If the employer's contribution to the costs exceeds the amount of CHF 5,000 per course, employees must reimburse the amount in accordance with § 94 if they leave the employment relationship less than three years after completing the further education.

2. At the request of the person responsible for the approval, the personnel office drafts the continuing education contract, in which any reimbursement and its calculation are to be regulated.

1. Upon termination of the employment relationship during the period of commitment, employees are required to reimburse the costs incurred (course fees, compensations, and salary) minus a non-committal amount.

2. The non-committal amount constitutes a portion of the total costs. If the gross annual salary for a full-time position is less than 70,000 Swiss Francs, the non-committal amount is 50 percent of the total costs. It decreases by 5 percentage points for every additional full increment of 10,000 Swiss Francs in gross annual salary, to a minimum of 20 percent of the total costs.

3. The commitment amount is reduced by 1/36 for each full month served in the employer's employment after the completion of the training.

4. The reimbursement amount is determined by the commitment amount minus the amount for the completed commitment period according to paragraph 3. The commitment amount is calculated based on the total costs (course fees, compensations, and salary) minus the non-committal amount as per paragraph 2.

5. The salary is calculated per hour at 1/2000 of the annual salary, excluding social and other allowances.

1. Upon termination of the employment relationship during the training period, the incurred costs (course fees, compensations, and salary) must be reimbursed fully or partially.

2. The government council determines the reimbursement amount upon the proposal of the personnel office.

1. In the event of termination of the further education or failure to pass a final examination, a full or partial reimbursement of the incurred costs can be ordered, insofar as it does not affect the non-committal amount.

2. The government council determines the reimbursement amount upon application by the personnel office.

3. The commitment period in the sense of § 93 is measured by the sum of the non-reimbursed costs.

4. The reimbursement amount can be offset against the salary.

1. In special cases, such as illness, disability, or permanent cessation of employment, the government council may waive the reimbursement of costs in whole or in part.

1. The competent authority pursuant to Article 14, Paragraph 2 of the Personnel Act (PersG) must inform the affected employee of the facts under investigation at the outset of the internal procedure.

1. In the investigation, all factual and personal circumstances for and against the affected employees must be determined with equal care.

2. The statements of the affected individuals, as well as the testimonies of witnesses and experts, must be recorded in writing and signed by them; if signature is refused, the reason must be provided.

1. After the completion of the investigation of the facts, the affected employees must be granted a sufficient period to review the files.

2. The affected individual may, at their own expense, consult a legal representative and respond to the matter within the set deadline, as well as request a supplementary investigation of the facts.

1. The final report of the internal procedure must contain the course of the investigation and the facts of the case.

1. The Personnel Office is responsible for all decisions that are not explicitly assigned to another authority.

2. It is particularly responsible for

1. the development of professional decision-making foundations in personnel and general organizational matters;

2. the preparation and equitable enforcement of personnel law ordinances;

3. assistance with personnel recruitment;

4. the drafting of all individual employment contracts;

5. the assessment of general and individual personnel matters;

6. ensuring uniform personnel evaluation;

7. conducting pay equity analysis;

8. handling fundamental questions of leadership and organization;

9. creating the conditions for suitable basic, advanced, and continuing education and training;

10. caring for employees;

11. cooperation with employee associations;

12. promoting equal professional opportunities for women and men;

13. ordering occupational health examinations;

14. preparing and implementing measures to prevent professional absences and to facilitate quicker professional reintegration in cases of absence due to illness or accident;

15. personnel administration as well as the provision of uniform tools;

16. public relations work in connection with the canton’s personnel strategy.

1. The personnel office and the superior have access to the personnel files of the employees.

2. The personnel office may authorize additional persons to access personnel files for systematic administrative activities in the personnel sector if

1. the access is necessary for the administrative activity;

2. the head of the office grants written consent; and

3. the person entitled to access signs a confidentiality agreement.

1. Personnel files shall be transferred to the State Archives no later than ten years after the departure.