Staff Ordinance (PVO) (PVO)

1 This Ordinance governs the enforcement of the Personnel Act.

2 Purpose,

for the personnel of the administration and the judiciary.

2 In this Ordinance, the following are referred to as

a. as personnel of the administration: the personnel of the central and district

administration and of the non-independent cantonal institutions,

b. as personnel of the judiciary: the personnel of the supreme cantonal

courts, the courts affiliated with the High Court, the

district courts, the Building Appeals Court, the Tax Appeals Court,

and the notariats,

c. as Directorate: the Directorates of the Government Council and the State

Chancellery.

Scope of Application,

Definitions

Here is the English translation of the provided text

**Authorities in Secondary Employment**

1 Insofar as no special statutory provisions exist, the Personnel Act² and its implementing provisions also apply to17

a. the members and substitute members of the district councils,

b. non-full-time district judges and substitute members of the district courts,

c.17,18 the members of the Transport Council,

d.22 the members of the Commercial Court and the assessors of the Labor Courts and the Rent Courts,

e. the substitute members of the Tax Appeals Court and the members and substitute members of the Building Appeals Court.

2 The provisions of the Personnel Act² concerning the termination of employment by notice are not applicable.

3 Furthermore, the Personnel Act² and its implementing decrees apply to the members of the commissions of the Government Council and its directorates, as well as to persons with further ancillary duties in accordance with the special ordinances and resolutions of the Government Council.

1.4.25-128

1

177.11

II. Employment Relationship

Personnel Ordinance (PVO)

Sovereign Functions

Appointing Authority

Appointment by Contract

Higher Management, Notice Period

Severance Pay

1 Swiss citizenship is required for the occupation of positions involving the direct or indirect exercise of sovereign powers.

2 The Government Council, the directorates authorized by it, the highest cantonal courts, or instances designated by them, may grant exceptions to the requirement of Swiss citizenship in individual cases for compelling reasons.

1 Hiring Authority for Employees of the Central and District

Administrations and of the Dependent Institutions from Salary Class 24

is the Government Council, insofar as it does not delegate this authority entirely or

partially to subordinate bodies.

2 The Government Council determines in the implementing ordinance³ the hiring

authorities up to Class 23 and their powers.

3 The highest cantonal courts regulate, in the sense of paras. 1 and

2, the responsibilities for judicial staff.

1 Employment under a public-law contract is permissible for:22

a. personal staff of the members of the Government Council,

b. employees whose salaries are financed by third-party funds,

c. apprentices under federal legislation on vocational education and training6.

2 Otherwise, contractual employment is only permissible exceptionally and only for specialist functions where a deviation from personnel law is absolutely necessary for their appointment. In these cases, contractual employment requires the approval of the superior directorate or the competent supreme cantonal court.

3 The Government Council and the supreme cantonal courts may establish framework conditions for contractual employment in accordance with consistent principles.

**Employees who are members of the higher management with a notice period of six months from the third year of service are considered those whose position is classified in salary grade 21 or higher.**

27 1 Severance pay shall be determined by written order.

It may not exceed the number of monthly salaries corresponding to the

number of months remaining until the age limit according to § 24 c para. 1

of the Personnel Act² is reached.

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Personnel Ordinance (PVO) 177.11

2 For administrative staff, severance pay shall be determined by the

Government Council. It may delegate this power to its departments for

employees up to salary grade 23.

3 For judicial staff, severance pay shall be determined by the competent

highest cantonal court or, for up to salary grade 23, by the body authorized

by it.

III. Rights and Obligations of Employees

A. Salary

1 The Government Council and the Highest Cantonal Courts Classification Plan

shall determine the classification plan in the implementing ordinance³. This

plan contains the reference positions, which are organised into 29 salary classes.

2 The reference positions shall be classified according to the procedure of the "Simplified

Function Analysis". Decisive factors are the required

education and experience, the intellectual demands associated with the position,

the responsibility, the psychological and physical demands

and stresses, the strain on the sensory organs, and the particular external working

conditions to which the holder of the position is exposed.

The Government Council and the Supreme Cantonal Courts Redefinition

shall redefine, as necessary, the benchmark positions and the prerequisites for assigning a position. The redefinitions shall be structured by functional areas.

Here is the English translation of the provided text

1 Each position is, as a rule, classified into only one salary class according to its requirements, in accordance with the classification plan and the standard job descriptions for classification. This shall be considered the classification class.

2 The Government Council and the supreme cantonal courts classify positions from salary class 24 upwards, as well as newly created positions for which the classification plan does not provide a standard position. They determine the responsibility for classification up to salary class 23.

3 In cases where a position cannot be assigned based on the standard job descriptions and other documents, it will be evaluated by the Directorate together with the Human Resources Office, or by the competent supreme cantonal court, at its request with the support of the Human Resources Office, in accordance with the procedure under § 8 para. 2.

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177.11

Personnel Ordinance (PVO)

Salary as

Remuneration

for the entire

Activity

Payment

of the annual salary

Salary classes

and salary levels

Performance

classes

Starting salary,

Initial increments

1. **Remuneration**

The salary constitutes the remuneration for the entire official activity. No special emoluments are paid for minute-taking, on-site inspections, inspections, and similar official duties.

2. **Reimbursement of Expenses**

The reimbursement of official expenses according to the implementing ordinance to the Personnel Act³ remains reserved.

3. **Claims for Fees, Daily Allowances, Commissions**

Employees are not entitled to shares of fees, daily allowances, commissions, and other indemnities for the duties belonging to their responsibilities. Such payments accrue to the Canton.²²

1 The annual salary shall be paid in 13 equal installments, twelve

of which are monthly.

2 The implementing ordinance³ shall regulate the details and determine on

which allowances the 13th monthly salary shall be paid.

**16 1** Each salary class has a minimum and a maximum. The maximum

is approximately 146% of the minimum.

**2** Each salary class consists of 29 salary levels. Salary class 28 consists

of 27 salary levels, and salary class 29 consists of 25 salary levels.

**3** Two entry levels are placed before the minimum of the salary classes,

which are approximately 7% and 3.5% below the minimum of the respective

salary class.

**4** The minimum and maximum of each class are stipulated in the

appendix to this ordinance; otherwise, the Government Council determines

the amounts of the individual salary levels in the implementing ordinance³.

1 For positions up to job grade 27, the two next higher salary grades of the job grading plan apply as the first and second performance grades, respectively.

2 For job grade 28, there is one performance grade; for job grade 29, there is none.

1 The starting salary is generally set within salary levels 1–17 of the classification category.16

2 When determining the salary, particular consideration is given to experience in previous positions, demonstrated skills, and specific suitability for the new role. Experience in household, educational, and care work will be given appropriate consideration.

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Human Resources Ordinance (PVO)

177.11

3 The salary is set at an entry level if the employee

a. has not yet met the educational or experience requirements prerequisite for the classification of the position,

b. requires particularly intensive onboarding,

c. initially assumes the function with limited responsibility.

4 If the salary is set at the entry levels, it must be advanced to the regular salary levels within three years. Advancement within and out of the entry levels is permissible at the beginning of a month.16

16 1 Average salary development is generally based on that of employers Salary

development with significance for the Zurich economic area. The situation of the cantonal financial household is appropriately taken into account.

2 The salary can develop due to an individual salary increase, an equalization of the annual inflation, or a real salary increase.

20 1 Employees with a "Good" qualification may be granted an Individual

salary increase of up to two salary levels per calendar year, up to the maximum of their classification.

salary increases

a. Classification

2 Employees who are qualified with at least "Very good" may be granted an Individual salary increase of up to five salary levels per calendar year, up to the maximum of their classification.

16 1 Employees in salary level 25 or higher of the classification or performance

class, who are rated at least "Very good", may be granted an individual salary increase into the first performance class.

2 Employees in salary level 25 or higher of the first performance

class, who are rated "Excellent", may be granted an individual

salary increase into the second performance class.

3 The Government Council regulates salary development upon transfer

into the new class.

4 Employees in the first performance class, who are rated at least

"Very good", and employees in the second performance class, who are rated "Excellent", may be granted an individual salary increase of up to five salary levels per calendar year.20

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177.11

Personnel Ordinance (PVO)

Downgrading

Promotion of

Equality

Employee

Appraisal

Supplementary

Provisions

and Special

Regulations

Benefits in Kind

Participation of

Family Members

or

Third Parties

Assignment of

Salary Claims

27 1 The employing authority may demote employees due to inadequate performance or unsatisfactory conduct

a. within the job classification by up to two salary steps,

b. within the performance classes by up to four salary steps or to the correspondingly lower class.

2 A written warning is required. This is to be combined with a period of no more than three months for improvement.

3 A second demotion may take place no earlier than one year after the first demotion.

15 1 When it comes to individual salary increases, care must be taken to ensure that, for equal performance, the relationship between women and men, as well as between employees in the lower, middle, and upper salary classes, is balanced.

2 The Human Resources Office reports annually to the Government Council on the extent to which these guidelines are observed. If necessary, the Government Council takes measures.

1 Individual salary increases require an employee appraisal with the qualifications demanded by §§ 17 and 18.²⁷

2 The implementing ordinance³ governs the details.

16 1 Individual salary increases are only permissible within the framework of the approved credits and quotas.

2 The Government Council and the highest cantonal courts shall jointly regulate further details regarding individual salary increases, particularly inventory quotas in performance classes, waiting periods, and special circumstances.

The value of benefits in kind in the form of board and lodging for employees themselves and for family members will be deducted from wages. The Government Council sets the deduction, taking into account the circumstances.

Where employees' duties require the participation of family members or third parties, a special employment relationship shall be established with them.

Employees may not assign or pledge salary claims, except for the fulfillment of family law obligations.

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Personnel Ordinance (PVO)

177.11

B. Salary supplements, recognition of special achievements, long-service gift

**Extraordinary Representation**

The appointing authority grants employees, who have been assigned an extraordinary representation for at least two months, an allowance up to the amount of the salary difference, if there is a difference of at least two salary classes in their classification.

1. The appointing authority may grant employees special wage supplements for special services not arising from the job description.

2. In special cases, the staffing plan may provide for a permanent functional supplement for tasks arising from the job description, if these are not sufficiently covered by the existing classification, but a higher classification is not justified. Such supplements must be justified and calculated according to the provisions for the classification procedure.

3. Special achievements can be rewarded through one-time bonuses or other incentives, such as additional days off or benefits in kind. One-time bonuses must be budgeted. The Government Council regulates the details.

4. One-time bonuses are only permissible within the framework of approved credits and quotas.

The appointing authority may, exceptionally, grant a wage increase of up to one quarter above the prescribed maximum wage to attract or retain excellent employees in important positions.

## 22 1 For loyal service to the Canton, employees shall be granted a loyalty bonus in the form of paid leave.

Upon completion of 10, 15, 20, 30, 35, 45, and 50 years of service, employees shall receive 15 working days of paid leave as a loyalty bonus.

After completing 25 years of service, the leave shall be 22 working days, and after completing 40 years, it shall be 30 working days.

2 At the request of the employee, or if operational circumstances do not permit the leave, the loyalty bonus shall be paid out.

3 A pro-rata share of the next due loyalty bonus shall be granted if, upon termination of the employment relationship, at least 21 years of service to the Canton have been completed, and no more than four service years are lacking until the next loyalty bonus becomes due.

4 The pro-rata share shall not be paid

a. if the employment relationship is terminated by the Canton and the termination is attributable to the employee,

b. if the employment relationship is dissolved for important reasons and the termination is attributable to the employee,

c. in the event of termination by the employee, at the end of the term of office, or upon dismissal at one's own request for elected employees; if it is a retirement in the sense of § 24a of the Personnel Act, the pro-rata share shall be paid,

d. in the event of death.

Principle,

employment

level, workload

District

authorities

Building Appeals

Court

C. Administrative and Judicial Authorities in a Part-time Capacity

1. Authorities with Partial Annual Salaries

1. Members of part-time authorities listed in this section shall receive a pro-rata annual salary according to their degree of employment, based on salary grades 19–23 of the respective salary class.16

2. Paragraphs 14 to 20 shall apply to part-time judges.

3. The Government Council, the High Court, and the Cantonal Council shall generally determine the degree of employment at the beginning of the term of office, or if necessary during the term, based on the workload of the respective authority.17

22 The members of the district councils and the part-time members of the district courts are remunerated according to salary grade 23.

17 1 The members of the Building Appeals Court are remunerated according to

salary grade 23, and the divisional presidents according to salary grade 24.

2 The Administrative Court determines the amount of special remunerations

for lecturer activities, participation in on-site inspections, written expert

reports, and for other special services, as well as the annual allowances for

the President and Vice-President of the Court.

Personnel Ordinance (PVO)

177.11

1 The members of the Transport Council are compensated according to salary

class 24.17,18

2 For each meeting, they additionally receive the same daily allowance as

the members of the Cantonal Council commissions,

with the exception of the representatives of the Canton on the Transport

Council.

2. Daily Allowances and Other Remunerations

The members of part-time authorities according to §§ 34, 38 Principle

and 39 receive daily allowances in accordance with the minimum of the respective salary

class.17 These apply for full-day engagement and include

the portion for holidays and days off as well as, unless otherwise

stipulated, the expenses for preparations. For engagements

of less than a day, the remuneration is paid proportionally.

of District

1. Substitute members of the district councils shall receive a daily allowance in accordance with salary class 23. For the preparation of a half-day meeting, they shall additionally receive a full daily allowance, and for the preparation of a full-day meeting, a double daily allowance.

2. Substitute members of the district courts shall receive a daily allowance in accordance with salary class 24. The President of the District Court may grant additional full or half daily allowances for presentations or participation in case management, commensurate with the work performed.

**17 Substitute Members of the Building Appeals Court receive a case-based flat fee, which is determined by the Administrative Court. For activities as a rapporteur, site inspections, and expert reports, additional special remunerations are paid according to § 31.**

11

14

**17 1 Commercial Court Judges and Commercial Court Judges receive,**

**preparation included, a daily allowance according to salary class 25.**

**2 The High Court determines for Commercial Court Judges the compensation for the preparation of a subsequently not taking place session and for participation in circular resolutions. For extraordinary efforts, the Chairperson may approve a reasonable allowance.**

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177.11

Personnel Ordinance (PVO)

Labour and

Rental Courts,

Conciliation

Authorities22

Reimbursement of

Travel Expenses

Commissions,

further daily

allowances and

remunerations

22 1 Lay judges of the labour and rent courts, as well as the

members of the Parity Conciliation Authorities in rent and lease

matters, receive a daily allowance according to pay grade 23.17

2 The members of the Parity Conciliation Authority for disputes

under the Gender Equality Act of 24 March 19955 receive

a daily allowance according to pay grade 23. For the chairperson

and their deputy, the rates for substitute members of the district courts apply;

for services rendered outside of meetings, additional

half or full daily allowances are paid according to the work performed.17

17 The members of the authorities referred to in §§ 34, 35, 38 and 39 of this Ordinance are entitled to reimbursement of travel expenses from their place of residence to their place of work in accordance with the regulations concerning the reimbursement of official expenses.

1 The Government Council regulates the daily allowances and other

remunerations for the commissions of its directorates. Preparation

expenses may be remunerated separately in special cases.

2 Employees are not entitled to remuneration for participation in commissions under

para. 1 if their participation falls within their scope of duties or occurs during working hours. Fixed

remunerations paid by third parties for secondments

as representatives of the Government Council or of directorates

shall be paid into the state treasury.

3 The Government Council and the highest cantonal courts shall regulate,

for their respective areas of responsibility, the daily allowances and remunerations of other

part-time public officials as well as the remuneration for other part-time functions.

Principle

and Execution

D. Cost-of-Living Allowances, Real Wage Increase16, Family Allowances13

1. Cost-of-Living Allowances

1 The Government Council sets the cost-of-living allowance each

year based on the level of the national consumer price index for August,

effective January 1st of the following year. In doing so, it appropriately

considers wage developments among employers significant for the

Zurich economic region as well as the cantonal financial budget.26

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Personnel Ordinance (PVO)

177.11

2 Beyond the cost-of-living allowance, the Government Council may grant

a real wage increase if this appears appropriate due to wage developments

among employers significant for the Zurich economic region or due to

reduced cost-of-living allowances in previous years.

3 The cost-of-living allowance and the real wage increase are

integrated into the basic salary.

4 The Government Council regulates the details.

2. Family Allowances 13

13 The entitlement to family allowances is governed by the Federal Act on Family Allowances of 24 March 20068 and the cantonal implementing law4 enacted thereunder.

14.

E. Co-determination

25 1 The Government Council recognizes staff associations as permanent

negotiating partners in personnel policy matters, provided that they

have their own legal personality, are representative, and act loyally.

2 The lead responsibility for negotiations under para. 1 lies with the

Department of Finance.

3 The permanent negotiating partners shall be invited for consultation

before the enactment or amendment of provisions of personnel law.

4 Other staff associations shall be invited by the competent department for consultation

before the enactment or amendment of provisions of personnel law, special ordinances,

and implementing ordinances, provided that they

a. have their own legal personality and

b. represent significant parts of the staff or a staff group

affected by the amendment.

Recognition

and Participation

of Staff

Associations

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177.11

Staff Ordinance (PVO)

Staff

Committees

a. Establishment,

General

b. Duties and

Powers

1. In offices with at least 30 employees, a staff committee shall be established, provided that this is requested in writing by at least one third of the staff. In offices with 200 or more employees, several staff committees may be formed to address issues that concern only the individual sub-departments.

2. The staff committee shall comprise at least three and no more than 13 members and an equal number of alternate members.

3. In offices with a high degree of organization in a professional association, the duties of the staff committees shall be performed by the respective professional association.

1 The Staff Committees safeguard the interests of the staff they

represent in operational and organisational matters, with the exception of

matters of a personal nature, such as appointment, classification, individual

salary increases, transfer, or dismissal. They promote cooperation between

the management of the office and the staff.16

2 The Staff Committees notably have the following powers

a. Giving opinions on matters of organisation, workflow, and working

hours regulations, insofar as the office is responsible for their design,

b. Giving opinions on rationalisation measures as well as technical

and operational innovations,

c. Giving opinions on in-house training and further education,

d. Giving opinions on catering as well as social and recreational facilities,

e. Giving opinions on matters submitted to them by the office management,

f. Exercising special co-determination rights in accordance with § 51,

g. Participating in the organisation of staff events,

h. Submitting proposals of all kinds.

3 The right to be heard on general HR policy matters and changes

to HR law remains reserved primarily for staff associations in accordance

with § 45. The Staff Committees have the right to be heard on changes

to HR provisions that specifically concern the areas or professional groups

they represent, but only to the extent and within the same period within

which the office management also has a right to be heard.

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Staff Ordinance (PVO)

177.11

4 The Staff Committees inform the staff they represent about important

matters and at least once a year about their activities.

1. Term of Office and Election of Staff Committees

The term of office for staff committees is four years. It corresponds, depending on the organizational integration of the office, to the term of office of the Government Council or the district authorities.

2. Eligibility to Vote and Be Elected

All employees of the office are eligible to vote after completing their probationary period. All those eligible to vote are eligible to be elected, provided they have an employment level of at least 50%.

3. Election Procedure

The conduct of the election is the responsibility of an electoral committee with three to five members, one of whom is appointed by the office management, and the others by the staff committee.

4. Election Method and Constitution

The election is conducted in writing and by secret ballot. The staff committees constitute themselves.

**1 Meetings of the Personnel Committee**

The Personnel Committee shall be convened for a meeting by the chairperson as required. A meeting must also take place if one third of the members or the office management requests it.

**2** The Personnel Committee shall have a quorum if the majority of its members are present. Elections and votes shall be conducted openly, with a simple majority deciding. In the event of a tie, the chairperson shall have the casting vote.

**3** Minutes of the resolutions shall be kept for the meetings. These shall be delivered to the office management.

**4** The office management is entitled to present its concerns before the Personnel Committee. The Personnel Committee may invite representatives of the staff associations to the meeting in an advisory capacity.

The Directorates shall issue supplementary provisions for the personnel committees in their respective areas as necessary, particularly provisions regarding their size and composition, as well as the election procedure.

e. Participatory Rights

25 Special Information and Participation Rights of Special Personnel and Personnel Committees in Matters of Occupational Safety and Health, in the Outsourcing or Transfer of Offices, in the Closure of Offices or Parts thereof, and upon Affiliation with a Professional Pension Scheme and upon Termination of an Affiliation Agreement, are governed by the Federal Act of December 17, 1993, on Information and Consultation of Employees in Businesses7.

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177.11

Personnel Ordinance (PVO)

Exchange with

Personnel

Prohibition of

Discrimination

Entry into force,

Repeal of

earlier law

24 1 The standing negotiating partners shall be granted access to cantonal administration and operational buildings, as well as to cantonal secondary and vocational schools, for exchange with personnel. The Government Council shall regulate the details.

2 The Human Resources Office shall inform personnel about the standing negotiating partners and their services.

3 The staff associations and staff committees may provide information material in suitable locations within the administration and operational buildings.

1 The time required for the exercise of the right to co-

determination and participation is considered working time for members of recognized personnel associations as well as for members of personnel committees.

2 Members of personnel associations and personnel committees may not be disadvantaged, either directly or indirectly, due to the proper exercise of the right to co-determination and participation.

IV. Final Provisions

1 This Ordinance shall enter into force on July 1, 1999, after

approval by the Cantonal Council.

2 On the same date, the Ordinance on the Employment Relationship of

Officials of the Administration and the Judiciary of May 15, 1991,

shall be repealed.

Transitional Provision to the Amendment of May 5, 2004 (OS 59, 351)

Entitlements to a pro-rata payment of the length-of-service gift

pursuant to the former § 47 of the Implementing Ordinance to the

Personnel Act, which had already arisen at the time of the entry into

force of this amendment to the Ordinance, shall remain in effect.

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Personnel Ordinance (PVO)

Transitional Provisions to the Amendment of March 16, 2022

(OS 77, 395)

177.11

I. In employment relationships terminated before the entry into

force of the amendment, the severance payment shall be governed by the

previous law.

II. For demotions initiated before the entry into force of the

amendment, the previous law shall remain applicable.

III. In the year of the entry into force of the amendment, the

calculation of the cost-of-living allowance shall be based on the change

in the national consumer price index between September of the previous

year and August of the current year.

1 OS 55, 196.

2 LS 177.10.

3 LS 177.111.

4 LS 836.1, LS 836.11.

5 SR 151.1.

6 SR 412.10.

7 SR 822.14.

8 SR 836.2.

9 Approved on March 22, 1999.

10 Version according to Cantonal Council Resolution of May 5, 2004 (OS 59, 351). In force since January 1, 2005.

11 Repealed by Cantonal Council Resolution of May 5, 2004 (OS 59, 351). In force since January 1, 2005.

12 Version according to Cantonal Council Resolution of December 3, 2008 (OS 63, 665; AB1 2008, 2285). In force since January 1, 2009.

13 Version according to Cantonal Council Resolution of February 11, 2009 (OS 64, 270; AB1 2009, 339). In force since January 1, 2009.

14 Repealed by Cantonal Council Resolution of February 11, 2009 (OS 64, 270; ABI 2009, 339). In force since January 1, 2009.

15 Inserted by Cantonal Council Resolution of June 17, 2009 (OS 65, 98; ABI 2009, 1076). In force since January 1, 2010.

16 Version according to Cantonal Council Resolution of June 17, 2009 (OS 65, 98; ABI 2009, 1076). In force since January 1, 2010.

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177.11

Personnel Ordinance (PVO)

17 Version according to Cantonal Council Resolution of November 3, 2010 (OS 66, 322; ABI 2010, 2407). In force since January 1, 2011.

18 Version according to Cantonal Council Resolution of February 11, 2009 (OS 64, 270; ABI 2009, 339). In force since July 1, 2011.

19 Version according to Cantonal Council Resolution of November 2, 2011 (OS 66, 978; ABI 2011, 3236). In force since January 1, 2012.

20 Version according to Cantonal Council Resolution of June 12, 2013 (OS 68, 415; ABI 2013-06-28). In force since January 1, 2014.

21 Editorially corrected.

22 Version according to Cantonal Council Resolution of May 18, 2016 (OS 72, 329; ABI 2016-06-03). In force since January 1, 2017.

23 Version according to Cantonal Council Resolution of October 27, 2021 (OS 77, 2; ABI 2021-11-05). In force since January 1, 2022.

24 Inserted by Cantonal Council Resolution of November 25, 2020 (OS 77, 139; ABI 2021-12-04). In force since July 1, 2022.

25 Version according to Cantonal Council Resolution of November 25, 2020 (OS 77, 139; ABI 2021-12-04). In force since July 1, 2022.

26 Version according to Cantonal Council Resolution of March 16, 2022 (OS 77, 395; ABI 2022-03-25). In force since September 1, 2022.

27 Version according to Cantonal Council Resolution of March 16, 2022 (OS 77, 395; ABI 2022-03-25). In force since October 1, 2022.

28 Version according to Cantonal Council Resolution of September 25, 2024 (OS 80, 2; ABI 2024-10-04). In force since January 1, 2025.

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Personnel Ordinance (PVO)

177.11

Appendix28

Minimum and Maximum Amounts of Salary Grades

Salary Grade

Minimum (LS 1)

Maximum (LS 29)

1

49 947

72 119

2

50 601

73 077

3

51 427

74 288

4

52 452

75 781

5

53 688

77 587

6

55 162

79 740

7

56 890

82 266

8

58 903

85 196

9

61 210

88 569

10

63 839

92 408

11

66 821

96 761

12

70 173

101 659

13

73 922

106 264

14

78 094

112 356

15

82 717

119 102

16

87 814

125 680

17

93 412

133 853

18

99 541

142 804

19

105 365

152 569

20

112 645

163 196

21

120 534

174 719

22

128 211

187 189

23

137 429

200 648

24

147 358

215 141

25

158 025

230 715

26

169 466

247 414

27

181 705

265 290

28

194 789

278 546*

29

208 738

292 235**

* In salary grade 28, the maximum corresponds to LS 27.

** In salary grade 29, the maximum corresponds to LS 25.

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