HUMAN RESOURCES POLICIES
GOVERNING HIRES, SALARY RAISES,
PROMOTIONS AND BONUSES
January 2014
REMUNERATION COMMITTEES
• Two committees consider Staff and Faculty
remuneration issues from a global budget
perspective
• The Committees define remuneration
strategies before the budget is built
• The Committees arbitrate disagreements
about salary policies; the President retains
final decision-making power
BONUSES
• Bonuses are awarded to employees who take
on higher-level responsibilities for a limited
period of time, being themselves replaced at a
lower level
• Bonuses are awarded to faculty members in
the cases which are foreseen in the Accord
d’Entreprise
• Bonuses may be awarded to all employees as
an outcome of salary negotiations
DISCRETIONARY BONUSES
Discretionary bonuses are first discussed
between the President and the member of the
Leadership team who is requesting the bonus,
then
submitted
to
the
appropriate
Remuneration Committee for approval. The
President retains final decision-making power
MODIFICATION OF JOB DESCRIPTIONS
AND CATEGORIES
• Job descriptions and categories can be
modified only as a part of the annual budget
process, during which requests made over the
course of the year will be examined
• Changes of rank for faculty will be examined
during the same process, with due attention
to the recommendations of the Faculty
Committee on Rank and Promotion
MODIFICATION OF JOB DESCRIPTIONS
AND CATEGORIES
ADMINISTRATIVE STAFF
• Modified job descriptions
and
proposed
new
categories are submitted to
Human Resources, who
make a recommendation to
the
Remuneration
Committee
• The new job description,
category and salary take
effect at the beginning of
the next fiscal year
FACULTY
• Promotion decisions are
made by the Dean on the
basis
of
the
recommendations of the
Faculty Committee on Rank
and Promotion
• The
Remuneration
Committee determines the
appropriate new salary for
the budget
• The new rank and salary
take effect at the beginning
of the next fiscal year
LEAVES OF ABSENCE
• Unpaid leaves of absence are granted in
accordance with French law. The University
also frequently grants unpaid leaves of
absence in cases where it is not obliged by law
to do so
• Paid leaves of absence are granted in
accordance with French law and University
policy. These mainly concern personal and/or
family situations
SABBATICAL LEAVES AND COURSE
RELEASES
• The numbe of sabbatical leaves to be granted each
year is determined as part of the budget process.
Leaves are granted by the Dean on the
recommendation of the Faculty Committee on Rank
and Promotion
• Course releases for research or administrative work are
granted by the Dean within the limits set by the budget
• Faculty members on sabbatical or benefiting from a
course release are not on leave: they continue to work
for the University but have a diminished teaching load
to allow for other work.
CREATION OF NEW POSITIONS
ADMINISTRATIVE STAFF
• New positions are foreseen during the budget
process
• A proposed job description and category are
submitted to Human Resources, who make a
recommendation
to
the
Remuneration
Committee
• The Remuneration Committee makes a final
determination on category and salary, and
prioritizes requests for new positions
• When approved, the new position is created at
the beginning of the next fiscal year
CREATION OF NEW POSITIONS
PERMANENT FULL-TIME FACULTY
• Creation of a full-time faculty position is foreseen in
the budget of the year PRECEDING that in which the
person will be hired
• The Dean and the President determine the rank at
which the new faculty member should be recruited
• The budget includes the costs of selection and
recruitment, including the cost of obtaining a visa if
necessary
• The final decision to go ahead with the recruitment is
made by the Faculty Remuneration Committee during
the budget process for the following year, and only at
this point is a firm offer made.
CREATION OF NEW POSITIONS
PERMANENT PART-TIME FACULTY
• Requests to created new part-time faculty
positions or increase the contractual workload
of part-time faculty members are made as
part of the budget process
• The Faculty Remuneration Committee
prioritizes
requests
and
makes
recommendations to include (or not) the
individual requests in the budget for the
following year
CREATION OF NEW POSITIONS
TEMPORARY PART-TIME FACULTY
• Requests to create temporary faculty positions
(for Topics courses and modules in Masters
programs) are made as part of the budget
process
• The Faculty Remuneration Committee
prioritizes
requests
and
makes
recommendations to include (or not) the
individual requests in the budget for the
following year
HIRING PROCESS
PERMANENT EMPLOYEES
New permanent employees are hired
in order to
• Fill new positions which have
been budgeted
• Replace permanent employees
who have left the University
TEMPORARY EMPLOYEES
Temporary employees are hired in
order to
• Replace employees who are
absent
• Cover courses for faculty on
sabbatical or benefiting from a
course release
• Fill budgeted temporary positions
• Cover exceptional needs when
such are identified
All temporary hires which are not
included in the budget require the
agreement of the VP Finance and
Administration
HIRING PROCEDURE
• All open positions are posted internally one week before
being opened to the public
• Open positions are advertised at Pôle Emploi, on the
University website, and elsewhere as appropriate
• The most appropriate candidate is selected based on the
criteria decided at the time the position was opened
• The Human Resources department carries out all
verifications of paperwork, and where appropriate applies
for a work visa for the potential employee
• A contract of employment is issued for the effective date of
employment as determined by the selection and visa
processes
SALARY INCREASES
•
•
COST OF LIVING INCREASES
All employers in France have an
obligation to negotiate annually
with the unions present in the
workplace
concerning
salary
increases. There is, however, no
obligation to reach agreement
When an agreement is reached, the
salary increase is expressed as a
percentage of base salary. It may
be dependent upon seniority, and
the
percentage
may
differ
according to category or salary
level
MERIT INCREASES
• The overall percentage of the
salary mass to be devoted to
merit increases is determined
at the same time as the « Cost
of living » increase, during the
same negotiations
• Decisions about individual
merit increases are the
prerogative of management
• Merit increases are based on
employee evaluations, and can
be foreseen only when a clear
and transparent evaluation
system exists
REGULATIONS CONCERNING
WORKING CONDITIONS
• Employees who do not have the statute of Cadre work
to a clear weekly schedule which is specified in the
contract of employment. Full-time employment is 35
hours per week.
• Cadres are expected to organise their working hours as
a function of necessity, after consultation with their
colleagues. The annual workload is expressed in days
(212 days per year for full time) or in hours (1,505
hours per year for full-time administrative staff; 1,500
hours per year for faculty)
• Cadres Dirigeants have no set working schedule: they
work as required.
VACATIONS AND HOLIDAYS
• All employees at AUP benefit from 6 weeks’
annual vacation
• Sixteen paid holidays are observed each year.
• No employee, including Cadres Dirigeants,
may work on 1 May
• Employees who are asked to work on a Jour
Férié are paid double.
Work on other
University holidays, when required, is paid at
standard rate
BREAKS AND REST DAYS
• No employee may work for more than 6 hours without a
break
• All employees must benefit from at least one day off per
week, which must be Sunday for all but Cadres Dirigeants
• All employees except Cadres Dirigeants must benefit from
at least 11 continuous hours of rest between one working
day and the next
• No employee except Cadres Dirigeants may work more
than 10 hours per 24-hour day
• No employee except Cadres Dirigeants may work more
than 40 hours per week (counted from Monday through
Saturday)
• It is strictly illegal to work on 1 May
EMPLOYMENT CATEGORIES
NON CADRE EMPLOYEES
• This group includes Administrative Employés and
Agents de Maîtrise
• The working time is expressed as a set number of
hours per week (maximum 35 hours) with a clear
schedule (usually 9 to 5 with a one-hour lunch
break, Monday through Friday, for full-time
employees)
• These employees benefit from all published
University holidays, plus six weeks of annual
vacation
EMPLOYMENT CATEGORIES
ADMINISTRATIVE CADRES
• C1 Cadres usually have an annual workload expressed
in hours (1,505 hours for full-time employment). There
are some exceptions to this rule, where the workload is
expressed in days (212 days for full-time employment)
because of the type of position and the difficulty of
counting hours
• C2 Cadres have an annual workload of 212 days for fulltime employment
• C3 Cadres have no set working hours and few
obligations concerning working time. They are paid to
« get the job done »
EMPLOYMENT CATEGORIES
FACULTY
• Faculty have an annual workload expressed in
hours (1,500 hours for full-time employment)
• Full-time Enseignants-Chercheurs are responsible
each year for 225 hours of contact time, 375
hours of research and/or service and 900 hours
of travaux induits (preparation, grading,
participation in University activities)
• Full-time Enseignants are responsible each year
for 300 hours of contact time and 1,200 hours of
travaux
induits
(preparation,
grading,
participation in University activities)
OVERTIME
NON CADRE EMPLOYEES
• Non cadre employees work
overtime only at the request of
the supervisor
• Such overtime is declared on the
monthly
Administrative
Attendance Report, signed by
both the employee and the
supervisor
• Overtime
time
can
be
recuperated at the employee’s
request. Otherwise, it is paid at
the end of the following month at
the legal rate (125 or 150%)
•
•
•
•
CADRES
This group includes
administrative Cadres and all
faculty
The annual workload is expressed
as a number of hours or days of
work in the year. The workload
may not be evenly spread over
the period
Cadres should work with their
supervisors (the Dean in the case
of faculty) to minimize work in
excess of the annual load before
the year is closed
Excess hours or days worked are
paid at 125% the month after the
year is closed