Should older workers always earn more than younger colleagues? With that teaser, and the associated survey we took at the end of last year to our readers, with the intention to find out how they their wages would most like to see evolve. Should performance be decisive? Or keep them stuck in a system with fixed steps, pay scales say?Performance versus seniority
That last is, in our country, yet the most current reward system. Legally, employers are required to have a minimum sectoral wage brackets. Many organizations – especially the larger – have their own own rating system figured out. ”And traditionally, experience or seniority an important role”, says beloningsspecialist Brigitte Oversteyns of SD Worx. “Exact figures are not there, but you may assume that more than half of the employees and workers in such a baremastructuur. Concretely this means that they already know what they're about five or ten years will earn. At the higher servants and executives, some anciënniteitsbarema's a lot less for. They see their wages rise, depending on their expertise, performance, competencies, growth in the job market conformity... the better, the faster they are on their pay scale, can evolve.”
The link of seniority and wage is below the social partners for years a subject of discussion. According to the one bring pay scales transparency and certainty for the employee, according to the other, they explain the motivation and lamb prices they are older forces in the market. Because they often have a more than competitive salary have built up, they are less likely to have employer to change. That would, after all, want to say that they wage in the face. That reasoning harvest the last years a lot of acclaim in the politics. The government Michel took this summer in her arbeidsdeal to the wages in the future will no longer be on seniority but on competence and productivity, and to link. Concrete steps have not been set.
Tip : Calculate what you could earn.vijftigplussers like a carrot
Wondering then what the employees themselves think. But preferably 3.622 employee Flemings sent us a completed questionnaire back. Responses came from both blue-collar workers (15%) and executive employees (30%) and experts (28%) and managers (22%). Care and education provided 5 percent of the respondents. “We have managed to get a nice cross-section of the workforce in Flanders-to-reach”, stresses Vlerick professor Xavier Baeten. “It is clear that this topic is a sensitive nerve have hit. All ages and income levels in the sample represented.”
ask for the way in which they today raise, refer eight out of ten participants to ‘indexing’. “In reality, there are probably even more”, according to Xavier Baeten. “Only a limited number of joint committees have the indexation is not in their collective contract of employment. There are probably a number of employees are not aware that they, too, the indexing get. Or they experienced the indexation is not like a wage increase, that may be also.”
Three in ten participants see their wages increase as they become longer in service (= anciënniteitsverloning). Four in ten participants depends to a wage increase of individual results. “Anciënniteitsbeloning comes when employees in the care and in the teaching (75%) and workers (32%) more common than performance-related pay (respectively 5% and 22%)”, analyzes Vlerick researcher Bettina De Ruyck. “With the experts (54%) and managers (62%) is the importance of individual performance is the highest. At executive employees receive individual results (36%) prevalence, although it remains seniority (28%) popular. Also notable: many executive employees have in this question, nothing is checked. Perhaps you may conclude that that audience is still a lot of ignorance about wage increases.”
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