Joining NAPMA means working with colleagues of 18 different nationalities, as well as with representatives of other NATO countries and partners. The following provides a short extract from Civilian Personnel Regulations. Should there be any difference in content; the statements contained in the regulations prevail.
- Working Hours
- Medical and Life Insurance
- Removal and Travel
- Pension Scheme
- Salary and Benefits
- NAPMA Staff Association (NSA)
New personnel are offered an initial contract whose type and duration depend upon the individual post. Subsequent contract may be offered considering factors such as performance and organizational requirements.
At the beginning of the initial contract, new personnel are subject to a probationary period during which they are assessed with regards to their ability to carry out their assigned duties. At or before the end of the probationary period, staff members are notified in writing that their appointment is confirmed or terminated or, in exceptional cases, that their probationary period is extended.
The normal working hours at NAPMA are from 08:30 to 12:15 and from 13:15 to 17:30 (16:30 on Fridays). The total number of hours worked is 39 per week overall.
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- Annual leave is 30 days per year, i.e. 2.5 working days per month.
- Home leave may be granted to staff members eligible for the expatriation allowance and who are not nationals of the host country.
Medical and Life Insurance
Staff members pay a premium for combined medical, invalidity and life insurance services managed by Allianz. Further information regarding coverage and extent of services is available from the Allianz website.
Beside individuals with vested rights from previous NATO employments, a new staff member will become a member of the Defined Contribution Pension Scheme (DPCS) upon joining NAPMA. The DCPS is a fully capitalized, money-purchase pension scheme with monthly amount contributed by the employee and by NATO.
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Removal and Travel
Staff whose permanent residence at the time of their appointment is 100 kilometers or more from NAPMA have travel and removal expenses paid for them when taking up their duties and on departure from NAPMA.
Salary and Benefits
Basic salaries and allowances are not subject to income tax, by virtue of the Ottawa Agreement.
Staff members are recruited at pay step one of their category and grade. Subject to satisfactory performance, higher steps are awarded in subsequent years. Annual adjustments are normally applied to all scales to compensate for changes in salary purchasing power and the cost of living.
The basic salaries can be subject to various additions or deductions in accordance with the personal and family situation of the staff member. Certain forms of allowance that could be applicable upon joining NAPMA include:
- Installation allowance: Paid if the staff member’s established residence is more than 100 km from NAPMA if he/she takes up residence in the Brunssum area.
- Expatriation allowance: Paid to staff members who are not nationals of the host country and have not been continuously resident in the host country for one or more year.
- Family allowances:
• Household allowance payable to staff members with one or more dependent children.
Also paid to married staff members without children if spouse’s earnings are below a certain ceiling.
• Education allowance payable for each dependent child who is still studying and is less than 24 years of age. It is normally paid to staff members entitled to the expatriation allowance
• Handicapped child allowance.
NAPMA Staff Association (NSA)
There is a Staff Association to which all staff members belong. Represented by an elected Staff Committee, its main function is to provide a channel of communication between administrative authorities and the staff.
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