It hasn't been plain sailing, but after months of negotiation the trade unions and the universities have reached agreement. Today they are presenting a negotiator's agreement for the new collective agreement that should take effect retroactively from July 1, 2017 and run through to December 31, 2019. The agreement still needs to be approved by the membership of the signatory organizations.

The most important points: a pay rise of 4.6 percent, development pathways for support staff and more job security for young lecturers and researchers. Last but not least, a 'vitality pact' will be introduced, enabling older employees to reduce their working hours gradually while still building a full pension.

Discuss with members

Employers' and employees' organizations have a month to discuss the agreement with their members. If on July 1 no new CAO is in place, the universities will be without one. The previous one was valid through June 30, 2017 and had a maximum extension period of one year. By June 30 at the latest, the parties must decide whether the draft version drawn up by the negotiators will be converted into the final version.

If so, salaries will increase in two steps: per May 1 salaries will rise by 2 percent - this must be paid out in September at the latest - and in February 2019 an increase of 2.6 percent will follow. Anyone employed by a university on May 1, 2018 will receive, in September at the latest, a additional one-time payment of 0.6 percent.

Lifelong learning

Administrative and support staff (OBP) will receive - in line with the principle of 'lifelong learning’ - the chance within their permanent employment contract to progress to other jobs. OBP with a permanent contract have four to six years to decide whether they want a different job.

Under the draft agreement, young academics have better career prospects and more job security. Among other things, a combined pathway for ‘junior lecturer and researcher’ will be introduced: a six-year employment contract in which they gain their doctorate and basic university teaching qualification (BKO).

For the rest, there are a number of matters the parties are keen to look into, such as whether it can be agreed nationally that a researcher who secures a grant earns a permanent employment contract. And how the position of postdocs in the job market can be improved. Moreover, at least three universities will pilot having an ombudsperson.

Reduce working hours

FNV has also insisted on there being scope for older employees to reduce their working hours gradually. Anyone keen on the idea can decide five years before reaching pensionable age either to work 80 percent at 85 percent salary or to work 60 percent at 70 percent salary. In both cases full pension buildup continues undiminished. This ruling is not only appealing to the target group, but also creates opportunities for younger employees and new staff.