Personnel
The year after Corona
After all employees who were still on short-time work due to the pandemic were able to return to work in the winter semester 2021/2022, the Organization, Human Resources and Legal department also returned to normal working hours.
Wage increase for social and educational services 2022
The wage agreement in the social and educational services had to be implemented, i.e.
- to set the monthly SuE allowance of € 130.00 per month for employees of day-care facilities,
- define the procedure for applying for regeneration days (2 additional working days off per year with continued payment of wages), and
- the organization of the conversion days (possibility for employees to convert pay into time at a ratio of 1:1 up to an amount corresponding to one or two working days) in the digital time recording program.
JobRad
The collective agreement for the employees of the Studierendenwerke in NRW in conjunction with the collective agreement on deferred compensation for the purpose of leasing bicycles in the municipal public service paved the way for bicycle leasing for the employees of the Studierendenwerk. Since 01.09.2022, it has now also been possible for our employees to use bicycle leasing for private use of a bicycle by way of deferred compensation.
Employees can also use bicycle leasing for the private use of a bicycle by way of deferred compensation.
Energy flat rate
The one-off payment of € 300.00 agreed by the federal government as part of the relief package was paid out to all employees in September.
JobTicket
As an ecologically responsible company, Studierendenwerk Münster has concluded a new JobTicket contract with Stadtwerke Münster in 2022. Since October 1, 2022, the Studierendenwerk has been paying an employer subsidy of €16 to every JobTicket user. In addition, Stadtwerke Münster will grant a discount of €9. Subscribers therefore have a price advantage of €25, which has encouraged many employees to switch to bus and rail travel.
Career and family
The compatibility of work and family has long been an important part of our personnel policy. Studierendenwerk has been certified as a family-friendly company since 2009. On 21.06.2022, the official awarding of the 5th certificate to Studierendenwerk Münster took place online. In the reporting year, the popular family outing for employees with or without families took place again for the first time since 2019 after the long pandemic break. This time, two buses took employees to the adventure zoo in Emmen in the Netherlands in May, which many employees were able to enjoy at a special price.
Personnel development
Various projects and measures were also implemented in the area of personnel development, including
- Strategy development
In several workshops, the upper management developed a strategy for Studierendenwerk Münster, partly with the support of a management consultancy. - Team development
The first team development processes were launched in 2022, including in a canteen - Further training
Development meetings are on the rise at the Studierendenwerk. Colleagues from both upper and lower management levels are increasingly seeking contact with OPR in order to be shown ways forward for employees. The first foundations have already been laid in the catering facilities. - In-house training course “Compact training on the Studierendenwerk’s leadership guidelines“
A workshop for managers at all hierarchical levels on implementing the leadership guidelines in day-to-day management took place in April and August. - Digital personnel file
Following the successful implementation of digital applicant management at the Studierendenwerk last year, an initial exchange took place with the Akademisches Förderungswerk in Bochum in preparation for the “Implementation of the digital personnel file” project in order to find out about the advantages and disadvantages of the digital personnel file managed there.
Apprenticeship
Over the course of the year, a total of 14 trainees were in a vocational training relationship. The five trainees who completed their training this year were taken on as employees after successfully completing their training. One trainee was given the opportunity to switch to part-time training.
An in-house celebration in the presence of the trainers and the managing director for the successfully completed apprenticeships, including the presentation of certificates, took place in August. It is worth mentioning that a trainee hotel management assistant completed her training with “very good” and was also honored by the Chamber of Industry and Commerce at the “Honoring the Best” on 09.11.2022.
In August, a reorganization of the job profiles in the hospitality sector took place at the start of training. In addition to the name change from “hotel management assistant” to “hotel management assistant”, there were changes to the training framework plan for both this training occupation and that of “specialist in system catering”. These were transferred to the practical training at Studierendenwerk Münster.
| Ausbildungsberuf | Im Jahresverlauf | Erfolgreich beendet |
|---|---|---|
| Kauffrau/-mann für Büromanagement | 6 | 2 |
| Fachfrau/-mann für Systemgastronomie | 3 | — |
| Fachpraktiker/in Küche | — | — |
| Kauffrau/-mann für Hotelmanagement | 3 | 2 |
| Erzieher/in (PiA) | 2 | 1 |
Training marketing
As it continues to be difficult to recruit trainees, Studierendenwerk’s marketing strategy continues to rely on its presence on online portals, Studierendenwerk’s own Facebook and Instagram pages, as well as career orientation and job fairs in Münster and the surrounding area.
In addition to numerous individual internships that we facilitate in the various areas of the Studierendenwerk, we were once again able to participate in both runs of the KAOA (“No graduation without a connection”) project at schools in Münster.
In addition, the school cooperation with the Mathilde-Anneke-Gesamtschule in Münster was consolidated. The 8th grade home economics course visited the Studierendenwerk in March to learn more about catering apprenticeships from three trainees. In addition, our trainees visited the Year 9 pupils to introduce them to training at the Studierendenwerk.
Training support
This year, the welcome day for the new trainees took place again. All professional fields were covered, from daycare centers to offices, hotels and restaurants. This was very pleasing, as contact with the schools had been suspended for two years due to coronavirus. At the beginning of September, the new trainees spent a whole day getting to know the “older” trainees in a relaxed atmosphere. The day began with a breakfast together, followed by team games. The day ended with a joint visit to an “escape room”.
OPR in figures
As at 31.12.2022, Studierendenwerk Münster had 557 employees (excluding trainees and annual interns as well as the management). Of these, 234 were employed full-time and 323 part-time. The average number of employees as at the reporting date was 553.75 (excluding trainees, annual interns and management).
The number of approved positions in 2022 is broken down as follows
| Bereich | durchschnittliche Beschäftigtenzahl |
|---|---|
| Geschäftsführung | 36,326 |
| FB Soziales | 72,731 |
| FB Gastronomische Einrichtungen | 229,405 |
| FB Studentisches Wohnen | 30,762 |
| FB Gebäudemanagement | 80,801 |
| FB Zentrale Dienste | 27,584 |
| Gesamt | 477,609 |
Age structure
Average age: 48 years
Figures in %
| Alter von bis | gesamt % | männl. % | weibl. % |
|---|---|---|---|
| 16 bis 20 | 1,00 | 0,33 | 0,67 |
| 21 bis 25 | 4,66 | 1,33 | 3,33 |
| 26 bis 30 | 5,99 | 1,50 | 4,49 |
| 31 bis 35 | 5,82 | 1,66 | 4,16 |
| 36 bis 40 | 8,65 | 3,33 | 5,32 |
| 41 bis 45 | 10,98 | 3,33 | 7,65 |
| 46 bis 50 | 11,65 | 3,33 | 8,32 |
| 50 bis 55 | 19,13 | 5,49 | 13,64 |
| 56 bis 60 | 20,63 | 5,49 | 15,14 |
| 61 bis 65 | 11,15 | 3,83 | 7,32 |
| 66 ++ | 0,33 | 0,00 | 0,33 |
| 100,00 | 29,62 | 70,38 |
Length of service
On average, employees have been with the company for 15 years. In 2022, 8 employees celebrated their 25th anniversary, 7 their 30th anniversary, 2 their 35th anniversary and 2 their 40th anniversary.
Figures in %
| Beschäftigungszeit | gesamt % | männl. % | weibl. % |
|---|---|---|---|
| 00 bis 05 Jahren | 26,79 | 8,99 | 17,80 |
| 06 bis 10 Jahren | 16,31 | 4,49 | 11,81 |
| 11 bis 15 Jahren | 17,14 | 4,33 | 12,81 |
| 16 bis 20 Jahren | 8,99 | 2,66 | 6,32 |
| 21 bis 25 Jahren | 12,98 | 3,66 | 9,32 |
| 26 bis 30 Jahren | 6,82 | 2,66 | 4,16 |
| 31 bis 35 Jahren | 4,83 | 1,16 | 3,66 |
| 36 bis 40 Jahren | 4,33 | 1,33 | 3,00 |
| 41 bis 45 Jahren | 1,83 | 0,33 | 1,50 |
| 100 | 29,62 | 70,38 |
Fulfillment of the employment obligation
On 31.12.2022, Studierendenwerk Münster employed a total of 45 severely disabled persons within the meaning of the German Social Code (SGB IX). The mandatory number included 34 severely disabled persons. The average number of severely disabled employees in the reporting year was 23. Studierendenwerk Münster has therefore once again fulfilled its obligation to employ severely disabled persons with a rate of 7.63%, which is above the requirements of the law (5%).
Staff Council
In the 2022 financial year, the Staff Council held 47 meetings to carry out its duties. A staff meeting was held again in the reporting year following the coronavirus pandemic.
Expenses for the activities of the Staff Council amounted to around € 223.8 thousand in the 2022 financial year (previous year: € 245.0 thousand). This amount does not include the pro rata personnel costs incurred by the non-exempt members of the Staff Council for attending meetings, training courses, etc.
A new Staff Council was elected in 2020 in accordance with LPVG NRW.
The staff council of the Studierendenwerk Münster has been composed as follows since 01.07. 2020:
11 joint representatives for the employees of Studierendenwerk Münster
- Mr. Becker (Chairman)
- Mr. Priggen (1st Deputy Chairman)
- Mr. Jäger (2nd Deputy Chairman)
- Mr. Körük (3rd Deputy Chairman)
- Mr. Lüttecke
- Mrs. Schäfer
- Mr. Garcia
- Mrs. Hüwe
- Mr. Overwaul
- Mrs. Garcia
- Mrs. Till
Special topics covered by the Staff Council in 2022:
- Implementation of the new organizational chart
- Change in meal prices for employees of the Studierendenwerk Münster
- Introduction of emergency management
- Introduction and acquisition of various software programs
- Introduction of the new employee app “Erika”
- Acquisition and introduction of a new electronic locking system
- Changes to premises, e.g. relocation of the GE administration
- Talks with the parliamentary groups in the state parliament on financing student services during the pandemic, hearing in the supplementary budget of the state of NRW
- Participation in working groups in the areas of health management, family friendliness and training at Studierendenwerk Münster
- Support and guidance for employees in difficult life and work situations
As is the case every year, discussions were held with staff councils across Germany on the following topics Corona (dealing with the consequences of the pandemic), shaping the Studierendenwerke and their tasks in the future, increasing the general subsidies from the state and funds from the case flat rates in the Office for Educational Support as well as the use of temporary workers in the Studierendenwerke and dealing with staff and labor shortages.
Equality
The State Equal Opportunities Act (LGG) serves to implement the constitutional mandate for the actual equality of women and men, which is enshrined in Article 3 of the Basic Law (GG). Closely related to this is the goal of reconciling work and family life, which has been implemented above all in the regulations on family-friendly working hours and part-time work as well as leave of absence. One of the objectives of the LGG is to reduce the under-representation of women. Accordingly, there is a need for action as soon as the proportion of women in a pay group is below 50%.
At the end of 2022, Studierendenwerk Münster had a total of 580 employees (including employees on leave). Employees are grouped according to the collective agreement for the public sector and the TVÖD for social and educational services.
Proportion of women in the entire student union
The proportion of women among all employees at Studierendenwerk Münster was 70%. Most women (245) – 60% of all female employees at Studierendenwerk Münster – worked in pay groups 1-3. In these pay groups, the proportion of women was 85%. The women’s quota was also met in pay groups 7, 8, S8a, S9, 9a, 9b, 9c, 10, 11, 12, 13, 14 and S13. There is a need for action in pay groups 4, 5 and 6.
Proportion of women in the entire student union
Overall, more than half of the employees (327) took advantage of the opportunity to work part-time. Of these, 90 % were women (295). In pay groups 1-3, over 87% of employees worked part-time. The proportion of part-time employment in the pay groups above this was around 27%.
