Unexpected switch
Employees 43
'As a result of cost cuts, I quite unexpectedly lost my job as
a communications adviser at Rabofacet. I started to look
to the future as quickly as I could. I was coached via the
Job Center, Rabobank's mobility centre. But I also took my
future in my own hands. My preference was in electronic
media and that's where I found a new job.At Rabobank
Nederland. I now co-ordinate the new e-HR portal that is
to be placed on our Intranet. On this site, employees can
find everything in the area of human resources: terms of
employment, arrangements, salary grades, arithmetic
models, forms. In the future, the site can be accessed via
the Internet and employees will be able to enter changes
directly. It will be a true human resources self service
channel and it's very exciting to contribute to it.'
Marijke Varkevisser, content manager e-HR portal
Rabobank Nederland
Performance-based remuneration in new Collective
Labour Agreement (CAO)
In June 2002, Rabobank and the unions agreed on the Rabobank
CAO, which has a 13-month term.The agreement provides for a
3.6% pay rise. It also paves the way for performance-based assess
ment and payment for job groups 12 and 13 with effect from 2003
In the current financial year, experience with this method will also
be gained in other groups. If this turns out to be a success,all job
groups in Rabobank will switch to the new system in 2004.
Performance-based work and remuneration are important aspects
of the organisational restructuring.The Bank expects to achieve its
market leadership ambition partly by linking performance assess
ments of departments, teams and, where possible, individual staff
members to customer satisfaction.
Virtual Labour Market and e-HR
Increasingly, Internet technology is playing a role in staff issues as
well. In the year under review, the Virtual Labour Market was opened
