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Including contributions from employers, the net expenditure for the canton amounts to 50.6 million francs and for the municipalities 18.1 million francs. This stems from the message from the governing council to the cantonal parliament published on Friday.
The total cost of salaries for 12,000 teachers (around 8,000 full-time positions) will amount to 1.1 billion Swiss francs. The governing council wants to introduce the new salary system in one step on January 1, 2022.
According to the governing council, the current salary system is no longer competitive. The evolution of real wages developed from the originally planned wage curve. The objective is a system that allows wages to become competitive again in an inter-cantonal comparison, that is understandable and non-discriminatory.
Teacher shortage and growing number of students
As a result of the savings and zero-wage rounds, wages would have become significantly less competitive than those in the surrounding cantons. Meanwhile, salaries in Aargau have fallen well below those in neighboring cantons in most functions, especially in the first half of his career.
There is also a serious shortage of qualified teachers throughout the German-speaking area and this will increase in the coming years. The number of primary school pupils increased. More teachers would also be retiring than are currently being trained by teacher training schools.
SVP contradicts its director of education
Therefore, it is of vital importance for the canton of Aargau to achieve a competitive salary level at all school levels and to have a modern salary system, said the director of education Alex Hürzeler (SVP) in front of the media.
Although most parties and associations welcomed the proposals of the governing council at the hearing, Hürzeler’s own party is now resisting. “This was not the time for gifts,” the senior vice president said with a view to the corona pandemic.
The review is not feasible at this time and should be discontinued. In the recession, the secure teaching profession automatically becomes more attractive and the competitive situation is off. The governing council should develop a cost-neutral model.
Experience levels instead of age
The salary system presented by the governing council is based on a job evaluation that was developed together with experts. To find out the respective requirements and tensions, teachers of all functions and school administrators were interviewed. The different levels of requirements were assigned to a salary level.
The governing council proposes that the normal course of wages should not follow age as before, but rather along 28 levels of experience. Salaries for younger teachers and school administrators should increase more dramatically and stabilize with increasing years of experience.
