FINANCIAL ENTITLEMENTS
The remuneration consists of a basic salary10 and, where applicable, additional allowances11, paid on a monthly basis and reimbursements12, paid upon their evidenced occurrence.
The sum of the basic salary and the applicable additional allowances is weighted by the correction coefficient applicable for the location of the post13. The sum of usual social deductions from salary at source is subtracted from the weighted amount14. The full pay is exempted from the national income tax, but is subject to the internal income tax and the solidarity levy15.
Examples of net monthly salaries (as currently applicable in Prague) are presented below:
| AD 9 – Step 1 (less than 15 years of work experience)16 | ||
| a) Minimum final net salary (without any allowances) | b) Final net salary with expatriation allowance | c) Final net salary with expatriation, household and 1 dependent child allowance |
| 5,246.13 EUR17 | 6,390.80 EUR17 | 7,369.26 EUR17 |
| AD 9 – Step 2 (more than 15 years of work experience)16 | ||
| a) Minimum final net salary (without any allowances) | b) Final net salary with expatriation allowance | c) Final net salary with expatriation, household and 1 dependent child allowance |
| 5,422.49 EUR17 | 6,615.27 EUR17 | 7,611.77 EUR17 |
LEAVE ENTITLEMENTS
Staff is entitled to annual leave of two working days per each complete calendar month of service plus additional days for the grade, age, home leaves for expatriates and an average of 16 GSA public holidays per year.
Special leave is granted for certain circumstances such as marriage, moving, elections, birth or adoption of a child, serious sickness of spouse, etc.
SOCIAL SECURITY
The pension scheme provides a very competitive pension after a minimum of 10 years of service and reaching the pensionable age. Pension rights acquired in one or more national schemes before starting to work at GSA may be transferred into the EU pension system.
GSA’s benefits include an attractive Health insurance: staff is covered 24/7 and worldwide by the Joint Sickness Insurance Scheme (JSIS). Staff is insured against sickness, accident and occupational disease, and could be entitled to unemployment and to invalidity allowances.
PROFESSIONAL DEVELOPMENT AND BENEFITS CONTRIBUTING TO WORK-LIFE BALANCE
GSA aims at creating and maintaining a supportive and healthy work environment that enables staff members to have balance between work and personal responsibilities, for example through flexible working time arrangements.
GSA also offers a wide range of training courses to develop staff members’ personal skills and keep in touch with the latest developments in their field. The training and professional development opportunities are attuned to the career plan and requirements of the departments.
INTERNAL AND INTERAGENCY MOBILITY
In case of internal or interagency mobility, GSA and the selected candidate shall conclude a contract of employment in accordance with the GSA rules:
https://www.gsa.europa.eu/sites/default/files/conditions_of_employment_of_temporary_staff_ta.pdf
[10] As per Articles 92 and 93 CEOS.
[11] Household allowance (e.g. if you have a dependent child or you are married and your spouse’s income is below a defined threshold);
Dependent child allowance (e.g. if you have a child under the age of 18 or between 18 and 26, if in specified training programme);
Education allowances (in very specific cases) or Payment of the education fees
applicable to the educational institutions GSA has an agreement with (currently more than 18 international schools in the Czech Republic and Spain, and accredited European Schools in France and in the Netherlands); Expatriation allowance (16% of the sum of basic salary and other applicable allowances).
[12] If staff member is requested to change the residence in order to take up duties, s/he will be entitled to: reimbursement of the travel costs; temporary daily subsistence allowance (EUR 44.28 for up to 10 months or EUR 35.71 for 120 days, if no dependents); installation allowance (depending on personal situation, 1 or 2 months of the basic salary – paid upon successful completion of the nine-month probationary period).
[13] Currently correction coefficients for the GSA duty locations are: 85.2% for CZ, 120.5% for FR, 113.9% for NL, 94.2% ES. The coefficient is updated every year, with retroactive effect from 1 July.
[14] Pension (10.10%); health insurance (1.70%); accident cover (0.10%); unemployment insurance (0.81%).
[15] Currently: income tax: tax levied progressively at a rate of between 8% and 45% of the taxable portion of the salary; solidarity levy: 6%.
[16] Kindly note that the numbers in examples b) and c) are indicative and net monthly remuneration varies depending on the personal, life and social situation of the incumbent.
The various components of the remuneration are updated every year, with retroactive effect from 1 July.
[17] Including management allowance granted upon completion of the 9 months probationary management period.
Source URL: http://vacancies.gsa.europa.eu/Jobs/VacancyDetails/1501