The Faculty of AE aspires to a uniform staffing policy. Despite this, we have noticed that people sometimes have questions or are unclear about certain aspects. These guidelines have been drawn up to ensure that the staffing policy for AE is recognisable and fair.
In principle, PhD students are appointed for a period of four years, with a 'go/no go' decision moment after nine months.
The University Job Classification profile is PhD student. The salary classification for PhD students is as follows:
1st year: scale P-0 (corresponds to scale 7-1)
2nd year: scale P-1 (= 10-0)
3rd year: scale P-2 (= 10-1)
4th year: scale P-3 (= 10-2)
If the appointment is extended beyond four years, the PhD student will not move further up the pay scale.
Other information concerning PhD students:
If an employee is appointed for a short period prior to starting a PhD position, he/she will be classified as a (junior) researcher with University Job Classification profile Researcher 4 in scale 8-0. The appointment will include written confirmation that the candidate will start the PhD programme on scale P-0.
PhD students with a scholarship:
Many PhD students with a scholarship receive funding from third parties to cover the costs of the PhD programme and their living costs. There are many different types of scholarship, but most are around €800 per month. According to the tax authorities these scholarship students can receive a maximum tax-free allowance of €450 per month. The maximum supplement can take the total monthly income of a PhD student with a scholarship to €1,250, which is the equivalent of the net minimum wage. The level of the supplement is independent on the applicant's family situation.
If the scholarship student is an international PhD student with a personal scholarship that cannot be transferred to TU
Delft, the International Office may be able to arrange a guest appointment.
The scholarship supplement (maximum of €450 per month) is charged to the group.
TU Delft only has a responsibility to PhD students with a scholarship via education law and not via employment law. PhD students with a scholarship may not perform duties that could be considered to be “regular work” in an employer/employee situation, which also features a relationship of authority (e.g. teaching duties or research work in a contract research project). (See notice CvB dated 30 March 2010 and 7 July 2010, and the rules of implementation for scholarship supplements for PhD candidates with a scholarship).
A Post-doc appointment is only possible if a PhD programme has recently been completed. Post-docs will be appointed in scale 10-4 with University Job Classification profile Researcher 4. Any years of relevant experience acquired after the PhD will be taken into account and the researcher will be appointed in scale 10 with a higher salary number for each year of experience.
A researcher who has not yet completed his/her PhD will be appointed on scale 10-3. On completing the PhD, he/she can proceed to scale 10-4. The actual date of the PhD conferral ceremony and presentation of the certificate is the determining factor.
If the candidate still has a PhD position, the appointment may also be extended. This depends on the duties performed by the person concerned: do they relate to completing the PhD programme or are they part of the research project being undertaken as a Post-doc?
A candidate will be promoted to Researcher 3 (scale 11) on the basis of the University Job Classification criteria and his/her performance, as recorded in the R&D Cycle. Positions as Researcher 3 are very rare and only awarded in consultation with the Departmental Director.
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Newly appointed researchers should start in scale 10 with University Job Classification profile Researcher 4. Not all of them will have a PhD. Researchers with no experience will start in the starting scale (scale 8-0). Any years of relevant experience after graduating at an academic level will be taken into account and the researcher will be appointed in scale
10-0 with a higher salary number for each year of experience.
Lecturers will start in scale 10 with University Job Classification profile Lecturer 4. Any years of relevant experience after graduating at an academic level will be taken into account and the lecturer will be appointed in scale 10 with a higher salary number for each year of experience.
Marie Curie Fellows are researchers with a temporary appointment on the basis of a personal European grant for topclass talent. TU Delft has a contract with the EU and functions as host for these fellows.
Although the EU grant is awarded to the person concerned in full, the Faculty acts as ‘manager’. AE implements the same salary scale regulations for Marie Curie Fellows as for other temporary academic staff. In principle, a higher scale on the grounds of the amount of the grant is not possible. Any excess grant will be paid out in the form of a bonus at the end of the appointment. If the appointment is for more than one year, smaller amounts can be estimated and paid out intermittently, e.g. the first part after the first year. These researchers are also eligible for the Living Allowance and the
Mobility Allowance once a year. The research group will recompense any shortfall in the grant.
Marie Curie Fellows are given a different letter of appointment. See the subject Marie Curie Fellows in the A-Z index on the staff portal of the TU Delft website. Contact the HR Advisor in plenty of time when appointing a Marie Curie Fellow.
The Dean, in consultation with the Departmental Director and on the advice of the HR manager, sets the salary scale for a Professor during a terms and conditions of employment interview.
The Professor, in consultation with the Departmental Director and on the advice of the HR advisor, sets the salary scale for an Associate/Assistant Professor during a terms and conditions of employment interview. This also applies to Tenure
Trackers. When taking years of experience into account, the next highest scale should be used once the
Associate/Assistant Professor has reached the starting salary of the higher scale.
The implementation regulations are as follows:
The general rule is that candidates must have obtained a PhD. A PhD means a salary classification starting at scale 10-4.
The years of relevant experience after obtaining a PhD are then added. Every year is worth at least 1 step up scale 10-4, whereby a horizontal move onto scale 11 is made once the candidate's salary in scale 10 equals a salary in scale 11. The steps then continue in scale 11. To determine the salary classification, the job level of the candidate must be ascertained by looking at the proposed duties, responsibilities and powers of authority. In general, candidates are appointed at the level of Assistant Professor 2, scale 11. Candidates can be appointed in starting scale 10 for a maximum of two years if they do not meet all the criteria for the job. The Faculty Career Development Committee must be consulted when making a direct appointment to the position of associate professor.
Appointment or extension of a temporary appointment is made after the EB has made a decision about a nomination made by the Faculty and approved by the MT. The exact salary classification and terms of employment are set by the
Dean. Candidates for promotion from Professor 2 to Professor 1 can be nominated on the basis of the criteria for academic staff, recorded in the R&D evaluation consultations. The EB makes the final decision.
Professor 2 is the equivalent of the old Professor A, and Professor 1 is the equivalent of the old Please note:
Professor B.
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