The NFU and the unions have agreed to search for a current and future-proof job classification system, with an updated set of reference jobs.

The NFU en the unions jointly take first steps towards an up-to-date and future-proof job classification system. This is a major project that will take several years to complete and require multiple decision-making moments. Until this is complete, the current job classification system (Fuwavaz) remains applicable. In this process the cao parties (the unions and the NFU) are working together.

What is going on?

Both the unions and the NFU feel that it is important for the umcs to use a current and future-proof job classification system, with updated reference jobs. The current job classification system of the umcs (Fuwavaz) originated in 2003, and parts of it are outdated. It was last reviewed in 2009. The developments since then have not been incorporated in the reference jobs at the central level. This concerns, for example, training, medical and other technology and skills. This lack of updating has led to numerous additions in individual umcs, like local job descriptions. As a result, differences have arisen between the umcs. This has to be and must be improved. For instance, by making functions more recognisable and differences between functions easier to explain. This makes the whole more transparent.

What is going to happen now?

The cao parties want to expand the current set of reference jobs at the central level so additions will no longer be needed for the different umcs. This will produce greater uniformity and cohesion, and the job classification system will be clear again for everyone, comprehensible, comparable and explicable.

The step that we are taking now does not yet involve a concrete description of updated job positions, let alone their classification. Nor does it involve changing the job classification system. It is the preparation for such a decision.

We now have 86 reference jobs. The cao parties think that we will ultimately need a classification system of 250 reference jobs to realise the desired uniformity and cohesion. Which ones will be deleted? Which ones will be added? We shall get started on each job family. We are calling it ‘project blueprint’.

Project blueprint

The blueprint is an outline for a uniform job matrix. A job matrix presents the arrangement of job functions in an umc. The blueprint of the uniform job matrix is a collation of all the separate current umc job matrices. To realise this, the cao parties will collect input in the near future from representatives of the employees (provided by the unions) and employers (associated in the NFU). In consultation between the unions and the NFU, the various lines will merge.

Input and preparation sessions

To obtain an idea of what is involved, the unions are organising input sessions for their members. Each job family will be asked for input in separate meetings of umc employees / job holders. The input sessions are intended to gather information from employees and representatives of professional groups about the content and developments within a particular job family. The registration for the input sessions is organised by the unions.

In addition, there are preparation sessions organised by the NFU. Participants will include the job grading experts of the umcs because they are familiar with what is going on in the umc. The preparation sessions are more technical in nature, involving analysis of the current individual job matrices. This will lead to a preliminary draft of the blueprint. The NFU is coordinating all this.


The results from the input and preparation sessions are then used in the final sessions where input and preparation are brought together and compared. This approach forms a good starting point for jointly arriving at the requirements and wishes for an up-to-date and future-proof job evaluation system during 2024. Including an outline ('blueprint') of the required standard functions.

Naturally, the employees will also be involved in this process. How employees will be involved in a later phase, when we start describing the updated reference jobs, is still to be determined by the NFU and the unions. The ultimate goal is to arrive jointly step by step at a future-proof job classification system.