ING: How have the expanded budgets been deployed?
Give your opinion! English version click here.
Next CLA
The ING collective labor agreement runs until December 31, 2024. Negotiations for the 2025 collective labor agreement will take place this autumn.
The purpose of De Unie is to agree on behalf of the members a Collective Employment Agreement (CAO) that is beneficial to all ING employees.
What are the negotiations about?
We would like to hear your opinion about this.
The collective salary increase will undoubtedly be important in the negotiations.
But there are more employment conditions that are of great importance for the income position and job satisfaction of ING employees. For example, workload, development opportunities, salary increase. De Unie asks ING employees in a number of surveys what they think about these topics. Based on the results of our surveys De Unie a proposal letter.
Scaled salary increase
The first topic is about scale increase.
ING awards a small annual increase in scale, 2% or 1% (article 4.4.1 ING collective labor agreement). The background to the salary increase is that the salary follows the generic learning curve. In practice, if you develop faster, this often leads to promotion, which also means your salary grows faster. De Unie believes that the current level of the scale movement does not do justice to the learning curve because it now takes more than 25 years to grow from the bottom of the scale to the top. The salary increase at ING is considerably lower than at other companies in the financial sector. A scale increase between 3% and 5% is the norm in the financial sector. Outside this sector it is often even higher, especially for young starters.
In addition to the fixed salary increase, ING has a discretionary increase (article 4.4.4 ING collective labor agreement).
This is (partly) dependent on your performance and can be awarded by the managers. The amount of this discretionary increase has not been determined, but ING has committed to doubling the budgets compared to 2023.
Salary increase with development steps
The second topic concerns salary increases during development steps. To encourage internal mobility, new agreements have been made in the current collective labor agreement regarding salary increases in the event of a change in position. When you start a new position in a higher job scale, you will receive a minimum of 3% and a maximum of 12% increase (article 4.9.1. ING collective labor agreement). In the previous collective labor agreement this was between 2,5% and 5% (article 4.11.1 ING collective labor agreement 21/22). If you take on a new position that is classified in the same job scale as your current position, your salary will be increased by a minimum of 3% and a maximum of 6% (article 4.9.3. ING collective labor agreement). This was not yet recorded in the previous collective labor agreement.
Research questions
With this survey we want to investigate a number of issues.
- How is the current reward system perceived, what are employees' preferences?
- Has ING doubled its discretionary budget compared to 2023, as the company promised in the collective labor agreement? How is the discretionary space divided?
- Is the expanded budget for salary increases actually used for development steps?
- How will this expanded budget be distributed?
Also ask your colleagues to participate
To answer this question it is necessary that many employees this survey to fill in. So join in and let your colleagues read this message too. De Unie treats the information confidentially.
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