FAQ Function-based contracts


In the 2007-2010 Collective Labour Agreement it was agreed to experiment with function-based contracts. These experiments have been continued under the current Collective Labour Agreement (see Article 4.4a of the Collective Labour Agreement for Dutch Universities). Function-based contracts can greatly benefit employees. An important condition for entering into a function-based contract is the willingness of both parties. If you have any questions that are not addressed by the FAQs, contact your personnel adviser.

 

 

What are function-based contracts, for whom are they intended and what are the benefits?


What is a function-based contract?
A function-based contract is an agreement based on performance, which nullifies the time-based CLA provisions. This means you are given the freedom to organise your own work and the manner in which you perform it. A function-based contract means your supervisor trusts in your ability to achieve the agreed results on your own initiative.

How do function-based contracts work?
With function-based contracts, you are held accountable for the results you achieve rather than your presence. You determine these targets in consultation with your supervisor, taking into account your specific circumstances. These targets will be agreed during the annual meeting between you and your supervisor. The goal is to establish concrete and measurable yearly agreements in your function-based contract. These agreements will be based on the scope of your appointment and will also take holiday leave into account.

For whom are function-based contracts intended?
All academic staff and support and management staff at level 11 or higher are eligible to participate in the function-based contracts experiment.

Why would you want a function-based contract?
Function-based contracts give you space and autonomy. They hold you to account for your performance rather than your presence. For this reason, time-based requirements such as overtime and reduction of working hours are not applicable to function-based contracts. Furthermore, you are expected to have used up all of your holiday entitlement by the end of the calendar year. This enables you to organise your work to suit your personal circumstances. For example, it is easier to combine work with family responsibilities. Naturally, they do include presence agreements in relation to collaboration, work consultations and team performance.
 

What are the advantages to a function-based contract?
  • A function-based contract ensures that you have the professional space you need in your own work.
  • Function-based contracts enable you to organise your own time, making it easier to balance your work life and home life.
  • The agreements made with your supervisor provide mutual clarity about what is expected of you, creating a more mature work relationship as you will be held accountable for your own performance.
  • Leave registration is no longer applicable.
  • You can make individual agreements about taking up sabbatical leave.