Ordinance on the Salary of State Personnel (Salary Ordinance) (Lohnverordnung) - Subject Matter and Scope

1. This ordinance applies, within the framework of Art. 1 of the Personnel Act, to all persons in a public-law employment relationship with the canton.

2. It regulates remuneration and additional financial measures and benefits.

3. The Government Council may issue supplementary or implementing guidelines.

4. Reserved are special regulations.

**1. Each function is evaluated analytically, taking into account the requirements and pressures. The decisive factors are the prerequisites for an adequate fulfillment of the tasks.**

**2. The government council appoints an evaluation team to assess the anchor functions and to verify the plausibility of key functions. This team includes representatives from human resources services, specialist departments, and employee associations. The representatives of the associations are proposed by the representatives of the employee associations in the personnel commission. The government council may assign additional tasks to the evaluation team.**

**3. The key functions are primarily evaluated by members of the evaluation team (human resources services, the relevant specialist department, and employee association). Additionally, the departmental secretary, or the state secretary, or the president of the higher court may participate in an advisory capacity.**

**4. The other functions are primarily evaluated by the human resources services represented in the evaluation team and must align with the anchor and key functions. Supervisors are consulted for information about the functions. The government council may allocate functions to an evaluated function.**

**5. If necessary, additional persons may be consulted for the evaluation and for providing information in an advisory capacity.**

**6. Evaluation work may occur in collaboration with the city of Schaffhausen. The government council and the city council organize the collaboration by agreements or resolutions with identical wording. They keep each other informed about all circumstances that could affect the performance of their duties in function evaluation and coordinate the measures to be taken.**

1. The functional value is derived from the sum of the individual assessments.

2. The personnel services represented in the evaluation team assign each position to a function and, based on the functional value, to a salary band.

3. If the tasks of a position change permanently and substantially, the assignment to a function must be reviewed and, if necessary, adjusted.

1. The salary band allocations for anchor and key positions must be submitted to the Government Council for approval. The allocation of salary bands for other positions is carried out by the personnel services represented in the evaluation team, provided that the Government Council does not reserve the right to approve the salary band allocation of certain other positions. The personnel services represented in the evaluation team may, on their own initiative, submit additional positions for approval to the Government Council via the competent department.

2. The personnel services represented in the evaluation team review, on their own assessment or at the request of departments, whether there are grounds for changes to evaluations. If necessary, they initiate the procedure according to § 2.

3. A functional value is adjusted if the underlying evaluation catalog must be adjusted, or if the requirements or burdens on a function have changed so materially that a function must be assigned to a different salary band based on the new functional value.

4. Any adjustments take effect at the beginning of the next calendar year. For new functions, the timing of the position's commencement or assumption is decisive. If training paths change, any adjustments of functional values occur at the earliest when more than half of the persons holding the relevant function have the new training, and only when persons with the new training can be employed.

1. The Executive Council establishes the salary bands.

2. The minimum salary band corresponds to the functional salary, which is the annual basic income regardless of performance and experience.

3. The maximum salary band corresponds to an additional 53.2 percent of the functional salary.

4. The salary bands are divided into band positions.

5. The salary band provides the framework for individual performance-based salary development according to the wage development matrix.

6. The Executive Council establishes the wage development matrix. This takes into account the age, the minimum salary band, and the overall assessment from the personnel discussion.

1. Unless the executive council is responsible, the hiring authority shall determine the initial salary in agreement with the relevant personnel department.

2. For the area of legal services, the executive council shall determine the initial salary for employees within salary bands 14 to 17 as well as for individuals who are not assigned to a salary band but perform comparable duties. In other cases, salary determination is carried out by the hiring authority in agreement with the personnel office.

3. The initial salary depends on the function and the applicable experience. Additionally, internal comparisons and the situation on the labor market are taken into account. The relevant department may issue guidelines for homogeneous professional groups.

4. The initial salary may be below the salary band designated for a function if not all necessary conditions have been met. In this case, the salary can be increased gradually.

5. A fixed salary may be agreed upon for the training period, not exceeding two years. This salary can be adjusted.

1. The annual base salary is paid in 13 installments, two of which are distributed in the month of December.

2. The granting of individual salary increases and salary reductions depends on the results of performance evaluations as well as the band position and its progression. The government council issues directives.

3. Salary proposals are calculated based on the salary development matrix, taking into account budget guidelines within the settlement circles determined by the government council. In justified cases, the service unit may, in agreement with the responsible personnel service, deviate from the calculated salary proposals, ensuring adherence to the salary budget available to the respective service unit.

4. If an employee enters service, or a new salary is determined in the second half of the year, the first ordinary, individual salary adjustment typically takes effect at the beginning of the year after next.

5. A salary increase may be waived if the absence of an employee from the workplace exceeds six months, or if a performance evaluation is unreasonable for other reasons.

6. During the notice period, and unless otherwise regulated or agreed, in fixed-term employment relationships, no salary increase is granted. Exceptions are resignations in anticipation of retirement.

7. Changes in salary are reported annually in an appropriate form.

8. The responsible personnel services provide administrative support during the annual salary review process. They ensure the provision of necessary management information.

1. The following documents are publicly accessible and can be obtained by employees through the relevant personnel department

a) an overview of the salary bands

b) the function grid

c) the salary development matrix with calculation examples

1. The Government Council may, within the framework of the salary sum decided by the Cantonal Council, set general salary adjustments that are oriented towards inflation. Any potential adjustment will take place on January 1st of each year.

2. The general salary adjustment will be incorporated into the base salary. The salary bands will be adjusted accordingly.

1. Allowances and compensations for irregular or additional services are determined by the Governing Council.

2. To attract and retain exceptionally qualified employees, the Governing Council may, in exceptional cases, decide on a reasonable allowance as a percentage of the basic salary.

3. The entitlement to family allowances is governed by the Law on Family and Social Allowances.

1. One-time benefits or special burdens may be specifically rewarded, particularly through the issuance of spontaneous bonuses, individual or group bonuses, or the granting of additional days off.

2. Employees who have reached the maximum salary may be granted a recognition bonus if their overall evaluation is very good.

3. The government council submits the resources available for bonuses to the cantonal council with the budget proposal. It decides on the allocation of resources and the principles of distribution.

4. The courts, institutions, and enterprises, as well as the education department for schools, decide independently within the framework of the resources available on the granting of bonuses.

5. There is no entitlement to the issuance of bonuses.

6. A report on the granting of bonuses is provided annually in an appropriate form.

1. Employees receive a jubilee gift of CHF 500.00 (full-time equivalent) after 10 years of service with the canton, a jubilee gift of CHF 2,000.00 (full-time equivalent) after 15 years of service with the canton, and a jubilee gift equivalent to one-twelfth of the annual gross salary after 25 and 40 years of service.

2. An additional day off work is granted for the anniversary day, which should be taken, if possible, on the anniversary itself.

3. In the case of part-time employment or changing levels of employment, the salary received in the last twelve months is decisive for the calculation of the jubilee gift.

4. Upon re-entry, previous years of service are credited, provided the interruption did not exceed 4 years. The apprenticeship years completed with the canton are credited as years of service. Auxiliary employment is not considered.

5. Subject to service requirements, the jubilee gift may be taken in the form of additional days off, up to a maximum of 22 working days.

6. The decision regarding requests for the complete or partial conversion of the jubilee gift into additional days off lies with the supervisory authority. The personnel services must be informed of this decision.

7. ...

1. The chairing or participation in meetings related to the employment relationship, including the taking of minutes, is not specifically compensated but is considered working time and is remunerated or compensated accordingly.

2. Employees who take minutes for committees of the Cantonal Council receive a meeting allowance.

1. The governmental council sets the compensation for

a) Experts of the cantonal administration, the education council, as well as the appraisers of the building insurance institution and the commission for land valuations

b) Employees who are not subject to performance evaluation

c) Additional specialists engaged for the processing of specific transactions or for a limited time

2. It is determined particularly based on the extent of the time investment, expertise, and the volume of written work, and it is periodically reviewed for appropriateness. The development of inflation must also be taken into account.

1. The compensations for substitutions, which are not otherwise stipulated, shall be determined by the Government Council.

2. The substitution costs caused by holding multiple offices must be borne by the officeholders themselves.

1. The Executive Council approves the salary band allocations for all functions being transferred to the new salary structure.

2. Based on this, the responsible personnel service, in consultation with the supervisors, carries out the individual classification (salary band, salary, band position) of the employees. The classification is communicated through written notification. The notification contains a reference to the procedure before the Ombud’s Office for the transition.

3. The classification into the new salary bands takes place based on the current salary. The Executive Council determines the details, particularly the integration of any loyalty bonus as well as the compensations and allowances that are to be included in the salary relevant for the transition.

4. Employees whose salary is below the minimum of the newly proposed salary band will be raised to the corresponding salary band minimum during classification. Employees in advancing functions, whose salary already falls within the lower band positions up to the upper limit of the middle band position, will be gradually increased. The Executive Council determines the details.

5. Employees whose salary exceeds the maximum of the newly proposed salary band will not receive any general or individual salary increases until their salary falls within the salary band. If this is not the case after three years, the salary will be set to the maximum of the new salary band.

1. The temporary allowance for police officers, teachers, nursing staff, and IT specialists is determined based on age, the difference between the relevant salary band upper limit and the base salary, as well as the approved funds. The government council establishes the details, particularly the eligible functions and the upper limit of the temporary allowance.

2. Temporary allowances are granted for a maximum of four years following the coming into force of the amendment on June 11, 2024.

1. This regulation shall enter into force on November 1, 2005.

2. All provisions that conflict with it are hereby repealed.

3. Pursuant to Article 45 in conjunction with Article 47 paragraph 2 of the Personnel Act, it supersedes the decree on salaries, allowances, and vacation regulations for employees subject to the Personnel Act of the Canton (Salary Decree) dated January 25, 1971.

4. § 52 paragraph 3 sentence 2 of the Personnel Regulation from December 14, 2004, is hereby repealed.

5. This regulation shall be published in the official gazette and included in the cantonal legislative collection.