REGULATION on the compensation system for employees of the Canton of Vaud (RSRC) - Purpose and Scope (RSRC)

1. This regulation defines the remuneration system and its application to employees holding a position with the State of Vaud.

2. It does not apply to the positions listed in Annex 1.

1. The salary scale is listed in Appendix 2.

2. It is divided into 18 salary grades.

1. Each class comprises a minimum salary and a maximum salary.

2. The amplitude between the minimum and maximum salaries of each class is 45%, with the exception of classes 1 and 2, given the minimum salary set at CHF 52,000 (2020 value).

3. Each class is composed of 26 steps divided into three zones: the first comprises 8 steps, the second 9 steps, and the third 9 steps.

4. Progression within each class is distributed as follows

a. in the 1st zone, the increase represents 2.44% of the minimum salary;

b. in the 2nd zone, the increase represents 1.67% of the minimum salary;

c. in the 3rd zone, the increase represents 1.17% of the minimum salary.

5. A reference salary corresponds to each step.

6. The amount of the annual increase corresponds to the difference between two consecutive steps.

1. The Human Resources Department establishes the initial salary of the employee between the minimum and maximum of the pay grade assigned to the position.

2. The employee's relevant experience determines the entry-level step in the position.

3. Experience deemed relevant is the experience useful for performing the duties of the position.

4. Generally, the maximum relevant experience corresponds to the difference between the employee's age and the theoretical entry age for the position.

5. The theoretical entry ages for the positions are defined by the Council of State.

1. The employee's experiences as evidenced by their application file are converted into years of usable experience based on the following coefficients

a. identical or very similar experience: 1.00;

b. experience largely usable: 0.66;

c. experience partly usable: 0.33;

d. experience unrelated to the function: 0.00.

2. Special situations are reserved, particularly those in which the initial salary set in accordance with the first paragraph is not commensurate with labor market conditions.

1. When the collaborator resigns and is rehired in the same position during the same calendar year, the initial salary corresponds to the salary prevailing at the date of the termination of the employment relationship.

1. The right to salary arises on the day the contract takes effect. It expires on the day the contract ends.

2. The annual salary is paid in thirteen installments.

3. An accounting is drawn up when the amount of the salary is modified.

4. In the case of part-time work, the salary is calculated on a pro-rata basis.

1. The 13th salary is paid in the month of December, subject to a cessation of activity during the year, in which case it is paid upon departure, prorated.

2. For hourly-paid auxiliary staff, the supplement provided for in the first paragraph is included in the hourly wage.

3. The 13th salary is taken into account for determining the pensionable salary within the meaning of the law on the Pension Fund [B].

1. When, as an exception, the State must resort to employing an associate who does not meet the necessary requirements for performing the function (absence of a qualification), their remuneration is subject to a reduction, corresponding to a salary grade.

2. For the education sector, the absence of the pedagogical qualification as defined by the regulations for the recognition of diplomas issued by the Swiss Conference of Cantonal Directors of Public Education results in a reduction corresponding to one grade. The absence of any pedagogical qualification results in a reduction corresponding to two grades.

3. The employing authority generally sets a reasonable deadline for the associate to meet the access conditions for the function. When training is necessary, the regulations of December 9, 2002, on continuing education [C] apply.

1. Provided that they justify six months of activity, the collaborator advances one level each year.

1. When an employee is promoted, meaning transitioning to a higher job level, the Personnel Department determines the new salary in accordance with the provisions related to the setting of the initial salary.

2. The salary determined in accordance with paragraph 1 cannot be lower than the salary before the promotion.

1. An indemnity for special duties may be paid to an employee

a. who performs particular tasks resulting, in particular, from a modification of work organization and which are not included in their job description;

b. who replaces the incumbent of a higher function for a duration equivalent to or exceeding one month, when this replacement is not included in their job description or significantly exceeds the requirements of their function.

2. The hiring authority shall set the amount of the indemnity for special duties based on a reasoned proposal and after having obtained the opinion of the SPEV.

3. The indemnity within the meaning of paragraph 1, letter a) cannot in principle be combined with the salary increase provided for in Article 26, paragraph 3 LPers [A].

1. Articles 40 and 41 of the General Regulations of December 9, 2002, implementing the Law of November 12, 2001, on State Personnel of the Canton of Vaud are repealed.

2. The Regulation on the 13th Salary of November 8, 1989, is repealed.

1. The Department of Finance and External Relations is responsible for the implementation of this regulation, which enters into force on December 1, 2008.