Salary colours 

At Guidion, we distinguish eight salary colours, which are purely functional. Guidion is not a hierarchical work environment and we do not want to become one. The salary colour relates to the nature of the job. Your professional maturity determines your grade at the start of the position. The table below shows the ranges of gross monthly salaries per salary colour. Your salary colour is listed in your contract.

Vision on compensation

The compensation philosophy is fundamental to us. It ensures that our compensation framework aligns with our core values, mission, and objectives. We emphasize a comprehensive package, considering primary, secondary, and tertiary benefits. Think of our flexible working hours, room to develop yourself, a nice work atmosphere and whenever you need help we are here for you. Your salary is a hygene factor, this should be honoust and fair compared to colleagues and to the market (when comparing we account for factors like revenue, workforce size, services, location, and culture). We offer room to develop talent and buy talent in our salary scales. Our framework is clear and transparent, allowing everyone to understand their roles and expectations. 

Unlimited days off

We often have to explain this employment condition because it seems unreal - yet it is true. At Guidion, you decide how many days off you get. The Dutch government prescribes a minimum of 20 days off for a 40-hour working week. Guidion knows no maximum and supplements unlimited paid leave. 

We are extremely proud of this employment condition. You are free to determine what you need in terms of free time, in the form of vacations and/or other relaxation. This is the result of our firm belief in freedom and responsibility. Taking off time of is done using the advisory method. If you intend to take time off, discuss this with your colleagues first. Days are registered in our NMBRS HR system. This employment condition is not intended for parental leave, partner leave, care leave, structurally shortening your working week, or a sabbatical. If you have any questions about this, contact your manager or the People team.

Holidays

At Guidion, official Dutch public holidays are days off for the entire company. These days are added to your vacation days: New Year's Day, Easter Monday, King's Day, Liberation Day in anniversary years, Ascension Day, Whit Monday, Christmas Day and Boxing Day. 

Guidion can designate up to two days per year as mandatory days off, which will be deducted from your leave balance (your balance is unlimited, but you are legally entitled to 20 days), for example, a day that falls between an official holiday and the weekend. If we decide to do this, we will let you know on time, of course.

Collective salary increase 

Per 1 January each year, potential salary increases are implemented within Guidion. 

Please note: per 01-01-2024 this collective salary increase is pro-rated if you started with us during the year, or if you started in a new role.

The increase consists of two parts:

• A collective salary increase -the same for everyone- which serves as a full or partial inflation correction. The Leadership team determines the amount of this annually, with input from the Works Council and People Team. The basic assumption is that everyone's purchasing power remains the same , whether this is actually possible depends on Guidion's financial capability and the extent to which we can charge inflation on to our partners.

• Rewarding individual growth (in RSP) and/or significant changes in the labor market (based on benchmark data). These 2 factors can vary greatly by role and by person, and are therefore individual. Team leads, in collaboration with the People business partner, make a proposal for this for their team and agree it during budget rounds. Also this increase depends on the financial space Guidion has within its budget.

Joint Success

At Guidion, we don't offer bonuses based on individual performance or ratings, but instead we offer an annual 'Joint Succes'. The principle is simple. If Guidion is doing well, we pay out this "Joint Success" once a year.

Joint Success is based on the actual result in relation to Guidion's annual budget - set at the beginning of the year. We look at the actual normalized EBITDA compared to the budgeted normalized EBITDA. The criteria and amount of Joint success are described in this table. This is based on full-time employment with a salary reference date in December.

Through Pizza, Drinks & Questions, the Tweely, News letter and other channels, we keep everyone informed of progress. This ensures you know how Guidion is performing and we can all go the extra mile when needed or celebrate when expectations have been met.

Payment

Payment of the ‘Joint Success’ takes place in the first quarter of the new year. It is important that you participated in the previous year's success and that you are employed at the time of payment to be entitled to the ‘Joint Success’.

If you work part-time, have taken parental leave or unpaid leave or started later in the year in question, the ‘Joint Success’ will be calculated on a pro-rata basis. This does not apply to pregnancy leave and illness.

On-the-Spotlight bonus

Guidon, does not offer annual individual bonuses based on performance or ratings. However, we do have an on-the-spotlight bonus. If you deliver an exceptional performance, which could not have been expected based on your position, a colleague may nominate you for an On-the-Spotlight bonus. This can be a personal gift or payout. The amount depends on the context. Eligibility requirements for the On-the-Spotlight bonus:

• The colleague has performed exceptionally, not only delivered an exceptional result.

• The bonus has requested by a colleague (not necessarily the supervisor).

• The nomination takes place within two weeks of the performance. The presentation will take place during the Daily with an explanation of why the On-the-Spotlight bonus was requested and awarded.

The nomination is discussed with a delegation from the Works Council by someone from the People team to determine whether the conditions have been met. If a colleague you have nominated does not receive the bonus because it is determined that the nomination does not meet the above conditions, please be discreet.

You can nominate a colleague via HiBob under self service at the right. 

Let's Grow

You can make use of your annual development budget to work on your development. Below is the available budget per salary colour, which you can spend on training, coaching, a seminar or something else earning-related. Your personal learning goal is defined in your objectives. Visit letsgrow.guidion.com for information on how to spend your budget, advice on development, how to sign up for a training course and a dose of inspiration. 

Development budget by salary colour
Grey €500,-
Blue, Purple € 1.250,–
Orange € 1.500,–
Yellow, Red € 2.500,–
Grey, Pink € 3.500,–
Brown, Green € 5.000,– 

Development booster

What if you want to take an extra step, but your development budget is not sufficient? You can apply for a 'Development booster'. If you would like to follow a training and the costs exceed your budget, Guidion will pay half of the difference. The other half is deducted from your salary over one or more months. This allows you to follow intensive training, with Guidion's help and a personal investment. 

Conditions:

• The booster is max. € 5,000,- per person per year, split 50/50.

• You make use of the advisory method.

• You intend to continue working for Guidion.

Partner leave

You are entitled to one week of partner leave after birth of each child, based on full-time employment. In 2020, the government introduced a scheme that allows you to take up to five weeks (five times the number of working hours per week) of additional partner leave, within the first 6 months after birth. During your leave, you will, in principle, not receive a salary. You will be paid 70% of your salary through an allowance from the UWV (maximum 70% of the maximum daily wage). 

Full salary

We encourage use of this arrangement: we will supplement the 70% benefit you receive from the UWV to your full salary so you can choose to spend a significant amount of time with your child during this special period without it having an impact on your salary income. You can take these five weeks at once, but also spread them out over the first six months after the birth. Whatever is most convenient for you!

'Young children' support

We want to create a healthy & thriving environment where together we can be our natural best. We believe it is important that everyone is given the space to find and maintain harmony between work and private life. Especially in families with young children or informal care. Therefore, extra flexibility is offered.  

Besides working full-time, parents with young children or informal carers can also opt for a 36-hour contract.You then work four days and spend one fixed day a week at home with your child(ren) or providing informal care that day. During that day, you are available and, if really necessary, you can work remotely. This arrangement is possible from salary colour Purple.

Young children support

This arrangement is possible after you have taken the 9 weeks of partially paid parental leave (in your child's first year). When the youngest child starts school, the 'Young children' support no longer applies.

Transitional arrangement for colleagues already using the 'young children support' arrangement:

a) If you are already using the ‘young children support’ arrangement and want to use hours of the partially paid parental leave to be with your child(ren) 1 day a week and work 4 days, Guidion can set, as long as it is financially advantageous to you and to Guidion, your FTE factor to 1 FTE during that period. You will take 8 hours of the partially paid parental leave each week. Note that this only applies to the weeks when you take 1 day per week of partially paid parental leave. If you want to take more hours per week or fully the 'partially paid parental leave', we will not do this (you will then get 70% of max daily wage over 36h contract). When taking partially paid parental leave, you do not have to be available, after all, you are taking parental leave. 

To illustrate the 2 situations in an example:

You are already using the scheme for parents with young children and:

Example 1 : You have 1 child and are using the ‘young children support’ arrangement, and will have a second child. You would like to take parental leave 1 day a week and work 32 hours. You will then have the opportunity to temporarily to 1 FTE until your partially paid parental leave hours are used up.

Example 2: you would like to take more than 1 day per week, or even fully partially paid parental leave: then your fte factor just remains 0.9 and you take the partially paid parental leave for the hours you want.

b) If you are already using the ‘young children support’ arrangement and you earn more than you would get paid when you would use the ‘young children support’ arrangement,, Guidion will top up to the amount you would get when using the parents with young children arrangement.

Informal care support

In today's society, we see an ageing population and an increasing trend of more care at home. This leads to more informal carers. By informal carers we mean: Colleagues who, in addition to their job at Guidion, provide care beyond the 'usual help' reasonably expected from partners, parents and children, for a defined period of time. We realise that the definition of informal cargiver is not black and white. That's why we believe it's important that you always have a conversation with your team lead and People about your situation, and Guidion can decide whether you can use this arragent and for how long. Together, we then look at what you need.

Parental leave 

In addition to the partner leave mentioned above and our 'young children’ regulation, you can also claim parental leave (as legally regulated by Dutch law). Contact People if you want to know more about this.

Commuting

If you live nine kilometers or further from Guidion, you can claim commuting expenses. We think it’s important that you have the choice to travel in the way that suits you best - this can be by train one day and by car the next, so we reimburse the actual form of travel and focus on sustainability. We promote and reimburse sustainable forms of travel more than the less sustainable options. This means: 

• If you travel by car, you receive 0.23 euros per km (we cover fuel, you cover depreciation)

• If you travel by public transport, use your Guidion NS Business card. The train company will send us the invoice. 

• Want to take it a step further and stay in shape? Go by bike! We reimburse € 0.32 per km.

• Do you want to carpool to the office with a colleague? You can both claim € 0.23 per km.

Food & Drinks

Coffee, tea, fruit & snacks We have good coffee and very nice tea. In addition, there is always fresh fruit. Every afternoon, around 3 p.m., delicious healthy snacks are available for you throughout the office. 

Lunch You might have a quick lunch at your desk on some days, but our kitchen is a lot nicer (and we don't recommend sitting at your desk all day). A healthy, home-made lunch is prepared ready for you between 11:45 and 13:15 every day.

Lunch contribution

Based on the Facetime - principles we can lighten up the administrative burden of the office and lunch registration form. We have created a formula to calculate your lunch contribution.

Everyone uses the same formula, based on the average number of days you work in the office. If your situation is different, your team lead can have the formula adjusted through the People Business Partner. In case of long-term illness or unpaid leave, we also adjust the formula.

The formula is based on the average number of days you are in the office and have lunch there.This makes calculating the contribution fair and simple for everyone.

The formula is as follows:

((214 * €3.95 * (average number of days per week in the office / 5)) / 12)

This formula ensures a fair distribution of costs over the whole year by taking into account absences due to illness holidays or leave.

Example 

A marketing specialist with full-time employment is in the office an average of 4 days a week. With a lunch deduction of €3.95 per day, using the formula "((214 * €3.95 * (4/5)) / 12)" you end up with a deduction of €56.35 per month.

Mobile phone costs

We like to be ‘policy light’ and therefore operate a ‘Bring Your Own Device’ principle for mobile phones. It would be a shame (and not sustainable) to add a ‘Guidion phone’ to your existing mobile phone. This means you use your own mobile phone and we compensate you €25,- per month. You will receive this with your salary.

Pension

Even though retirement is a long way off for most of us, it is important to think about your pension and start saving up in time. If you work for Guidion, we pay into your pension funds so you don't need to contribute yourself. A good employment condition, as many employers also ask for a personal contribution. 

Guidion contributes to your pension by offering you a pension plan with BeFrank. On their website, you can find clear informational videos about what a pension constitutes and which choices you can make. 

As of 01-01-2024 the following applies with the new pension law: all employees aged 18 and older, except for employees with positions 'Service desk employee general' and 'Support services employee', build up pension until they reach retirement age: the first day of the month in which you turn 68. In the month after you join Guidion, BeFrank will send your login details and additional information (to your private email address). Below, you can find the main pension regulation conditions and associated administration agreement between BeFrank and Guidion:

• Guidion pays 100% of the pension premiums. This means you do not need to pay a personal contribution. Pension premiums are based on an age scale: the older you are, the more Guidion puts in for you.

• The Guidion pension plan is a defined contribution plan. This means the deposit is guaranteed. The total final capital depends on investment results.

• When investing pension capital, the 'Neutral Life Cycle' is used as standard. This means the investment risk is partly determined by your age. Basically, relatively more risk is taken at the start of pension accrual. On the one hand, because a higher return can be achieved, on the other hand because there is still time to recover any losses. The older you are, the lower the risk of the investments. You can make your own choices with regard to this – please see the BeFrank portal and the pension regulations.

• You build up your pension based on your salary including vacation pay, but only on the part that is above the AOW pension limit. The so-called AOW deductible (€17.545 in 2024). Pension is accrued on the part of your gross annual salary that exceeds the deductible, up to the maximum pensionable salary (€137,800 in 2024).

• If you want to build up more, you can save up to 100% of the legally permitted pension accrual. These costs are entirely at your own expense. If you want to save extra money, log into the BeFrank website with your details and indicate how much you want to save per month in the portal. Then, pass this on to salaris@guidion.net, including the starting month. If you start working or earning more or less, you’ll need to follow these steps again - this is not automatically adjusted.

• If you leave Guidion, accrued pension is saved. You can choose to take this with you and place it with your new employer’s pension plan.

• If you are newly employed by Guidion, you can also place pension built up with other employers in this scheme. Check www.mijnpensioenoverzicht.nl by logging in with your DigiD to see if you have any pension savings elsewhere.

For more information and details, go to the pension regulations, which you can find in the BeFrank portal.

Risk coverage 

Survivor’s, partner and orphan's pensions, waiver of premium in the event of incapacity for work and WIA-excedent (this applies to the excess over what is covered by the UWV and is approximately everything above €71,628 in 2024), are insured free of charge. These insurances are arranged with insurer Elips Life AG. The salary for determining the disability pension is €300,000 maximum. 

Optionally, you can choose ANW-gap insurance, which pays out a previously agreed amount to your partner in the event of your death. This payment is intended as a supplement to an ANW benefit that you may receive in certain situations (but not in every case). In order to limit loss of income, you can therefore take out ANW gap insurance via Guidion. Payment starts directly after your death and runs until your survivor reaches state pension age. The amount of the benefit for 2021 is €19,080,-. This amount is determined annually depending on indexation. It is paid out regardless of receiving any ANW benefit from the government and does not lapse if your partner remarries or cohabits.

The insurances mentioned above expire when you leave Guidion. For more information, please contact the People team.

Other important information

• By full-time employment, we mean 40 hours per week.

• Your salary is paid out around the 23rd of each month.

• You are awarded 8% of your gross salary as annual vacation pay. The total accrued amount is paid out each year in the month of May. On leaving Guidion, this will be paid one month after your departure. 

• Unless stated otherwise in your employment contract, this is governed by Dutch law. 

• If future legislative changes affect employment terms and conditions, we will assess these and may decide to implement them. 

• Guidion has the right to unilaterally modify the provisions of the employment contract and this Charter subject to the condition that there is an important reason for such a modification and Guidion can reasonably make use of its authority to modify. We always do this in consultation with the Works Council.

• Report illness as soon as possible so that your colleagues are aware of your absence and you have the opportunity to get better. Keep your supervisor informed of how you are doing and when you think you can return to work. When you are (partially) better, let them know as soon as possible. 

• In the event of long-term illness we follow the Gatekeeper Act. During the first year of illness or disability Guidion supplements the legally prescribed 70% continued salary payment up to 100%. In the second year, we continue to pay 70% of your salary (always remaining above the minimum wage). If you want to discuss something (anonymously) with the company doctor of the occupational health and safety service on your own initiative, you can always make an appointment by emailing our contact at The New Arts, medisch@denieuwearts.nl

• In our digitised world, information security and privacy are a hot topic. Nothing new, but something that requires our structural attention. Cyber incidents increase and privacy legislation gets stricter. This also applies to Guidion! Therefore, read and learn this well! You will get an email from 'Security Awareness Training' to complete some training on Security Awareness.