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Faculty of Social Studies of Masaryk University, Measure No. 9/2023
Implementing Regulation to the Internal Wage
Regulation of Masaryk University
(as amended effective from December 1, 2023)
Pursuant to Section 28(1) of Act No. 111/1998 Coll., on Higher Education and on
Amendments and Supplements to Other Acts (the Higher Education Act), as amended
(hereinafter referred to as the Higher Education Act), and in accordance with Article 1(1)
of the Internal Wage Regulation of Masaryk University (hereinafter referred to as the
IWR), I issue the following measure:
Article 1
Introductory provisions
This measure is an implementing regulation of the IWR. It regulates in detail the
remuneration for work and the provision of other monetary benefits from the basic
employment relationship for employees of the Faculty of Social Studies of Masaryk
University (hereinafter referred to as "the Faculty").
Article 2
Wages and wage components
(1) Wages shall mean monetary remuneration provided to an employee of the Faculty for
work in accordance with the Labour Code and the IWR.
(2) Wage components of faculty employees' wages include in particular:
(a) the salary tariff
(b) personal remuneration
(c) functional allowance
(d) remuneration.
(3) The amount of the wage tariff is governed by the wage grade to which the employee
is assigned on the basis of the type of work agreed. The classification of faculty employees
into a pay grade is governed by the IWG and the Job Catalogue.
Article 3
Personal appraisal
(1) Personal remuneration is an individually determined variable component of pay.
(2) The amount of the personal remuneration shall be set for the faculty within the following
range: 0% to 250% of the salary scale awarded to the employee. The amount of the
personal assessment is normally determined once a year on 1 April on the basis of a regular
staff appraisal.
(3) The evaluation period for determining the amount of the personal assessment shall be
set for one calendar period, normally from 1 April to 31 March. The employee's supervisor
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shall review the amount of the employee's personal evaluation and, if necessary, a change
shall be implemented. The Dean of the Faculty (for academic staff) and the Faculty Bursar
(for non-academic staff) shall decide on the change of the personal remuneration (increase,
decrease, withdrawal) on this date.
(4) Employees' personal evaluation may also be changed (increased, decreased or
withdrawn), in accordance with Article 6 of the IWG, during the evaluation period,
especially in the event of changes in any of the following criteria: changes in the quality of
work performed, decline in performance, changes in managerial and organisational skills,
knowledge, skills, experience, activity, professional and personal development, teamwork
skills and personal attitude of the employee.
(5) Personal appraisals may be reduced proportionately for employees in the event of
across-the-board increases in salary rates at Masaryk University, provided that they are
hired only for projects where the rules and budget do not allow for such an adjustment.
This is subject to the condition that the existing salary level is maintained in the sum of
the salary tariff and personal remuneration and that the planned salary costs of the projects
are respected.
Article 4
Personal remuneration for excellent research projects
(1) Due to the above-standard complexity of solving excellent projects in basic and applied
research and due to the faculty's interest in successfully solving similar projects at the
faculty, a special component of personal remuneration is awarded for membership in the
research teams of these projects and for their coordination.
(2) In this case, according to Article 6, paragraph 5 of the IWR, the personal remuneration
is usually granted for a period corresponding to the duration of the project.
(3) Projects falling within the scope of Article 4, paragraph 1 of this Measure are considered
to be in particular ERC grant schemes and other projects of similar importance, including
projects at national level.
(4) The amount of personal remuneration for excellent research projects is set out in Annex
1.
Article 5
Functional allowance
Pursuant to Article 7 (1) and (3) of the IWR, the amount of the functional allowances shall
be as follows: the amount of the functional allowances is set out in Annex 2.
Article 6
Remuneration
(1) Remuneration is a component of pay that may be awarded to an employee provided
that the conditions set out in the IWR are met. A staff member may be granted a
performance or an exceptional bonus.
(2) Academic and non-academic staff of the Faculty who are members of the following selfgoverning
bodies of the Faculty are rewarded with special remuneration: the Academic
Senate of the Faculty (hereinafter referred to as the "Senate"), the Disciplinary Committee
of the Faculty (hereinafter referred to as the "Disciplinary Committee") and the Dean of
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the Faculty's Working Group on Sustainability (hereinafter referred to as the "Sustainability
Working Group"). This remuneration does not apply to members of these bodies who are
elected or nominated as students. The amount of the remuneration is based on the number
of meetings of the bodies attended by the staff member. The allocation of the remuneration
shall be granted by the Faculty Bursar once a year in December on the basis of the
documents supplied by the Chair of the Senate, the Chair of the Disciplinary Committee
and the Dean. The amount of the remuneration is set out in Annex 3.
Article 7
Contractual salary
(1) The contractual salary is the individually agreed salary, which includes all salary
components with the exception of bonuses and other statutory salary rights.
(2) The contractual wage shall be negotiated with the Dean and the Bursar of the Faculty.
(3) In exceptional cases, the contractual wage may also be negotiated with other faculty
employees, in accordance with Article 10 of the IWR.
Article 8
Pay for sabbatical leave
(1) A staff member may be granted creative leave of between six and twelve months once
every seven years, unless serious circumstances relating to the performance of MU's
educational and research tasks prevent this.
(2) Where sabbatical leave is granted for more than six months, the amount of pay for the
period from the end of the sixth month until the end of the period of sabbatical leave is
determined as follows: the employee shall be paid at the rate of the salary scale.
Article 9
Severance pay
Severance pay in accordance with Article 12 (1)
(a) of the IRW shall always be negotiated with the Dean and the Vice-Deans. The
amount of severance pay is determined by the calculation in accordance with the
IRW Article 12, paragraph 1a.
(b) always with the Bursar of the Faculty according to Article 12, paragraph 1b. The
amount of the severance payment shall be at least three times the average monthly
earnings of the faculty member for the last three full months preceding the date of
dismissal. The Bursar of the faculty shall be entitled to an increased severance grant
of an amount equal to one time his average monthly earnings if his employment in
that capacity has lasted at least ten years. The severance grant shall be paid on
the next pay date following the end of the Bursar's term of office.
Article 10
Final provisions
(1) The other rights and obligations laid down in the IWR are not affected by these
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regulations.
(2) The interpretation of the individual provisions of this regulation, with the exception of
Article 4, is entrusted to the Head of the Personnel Department.
(3) The interpretation of Article 4 of this Directive is entrusted to the Faculty Bursar.
(4) The Head of the Personnel Department is responsible for the ongoing updating.
(5) The Faculty Secretary shall monitor compliance with this Directive.
(6) the FSS MU Measure 5/2022 is hereby repealed.
(7) This Measure shall come into force on the date of its promulgation and shall take effect
on December 1, 2023.
Brno, November 28, 2023 prof. PhDr. Stanislav Balík, Ph.D
Dean of the Faculty of Social Studies MU
Czech version of the contract is legally binding.
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Annex No. 1 MU Faculty of Social Studies Measure No. 9/2023: Determination of the amount of
personal remuneration for excellent research projects
Specification of the role in the project The range of the amount of personal
remuneration at 1.0 FTE (in CZK)
Senior Research Coordinator 20,000 – 60,000
R4 researcher (according to the EU designation
of research positions)
10,000 – 40,000
Researcher R3 (according to EU research
position designation)
8,000 – 30,000
Researcher R2 (according to EU research
position designation)
5,000 – 25,000
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Annex No. 2 MU Faculty of Social Studies Measure No. 9/2023: Determination of the amount of
functional allowances
Specification of the type of supplement Range of the amount of the functional
supplement (in CZK)
1st level of management 3,000 – 10,000
2nd level of management 5,000 – 30,000
3rd level of management 12,000 – 60,000
For the permanent replacement of a senior
member of MU staff (e.g. vice-deans)
20,000 – 60,000
For the temporary replacement of a senior
member of staff who is temporarily absent
3,000 - 12,000 (depending on the type and
duration of the position being replaced)
For acting as a study programme guarantor (if
an employee acts as a guarantor of more than
one study programme at the same time, only
one of them is entitled to this functional
allowance)
5,000
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Annex No. 3 MU Faculty of Social Studies Measure No. 9/2023: Determination of the amount of
remuneration for participation in meetings of selected self-governing bodies of the Faculty
Specification of person Amount in CZK per meeting
Member of the Senate who is not the chairman
of the Senate nor the Vice-Chair of the Senate
(if the Chair of the Senate is a student member)
1,000
Member of the Disciplinary Committee who is
not the chair of the disciplinary committee
1,000
Member of the Sustainability Working Group 1,000
Chairperson of the Disciplinary Committee for
the purpose of the Disciplinary Committee
meeting
3,000
The Vice-Chair of the Senate (if the Chair of the
Senate is a student member) for the purposes
of the Senate meeting
2,500
Chairperson of the Senate (if the Chair of the
Senate is not a student member) for the
purpose of a meeting of the Senate
3,000