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Labor Relations

While respecting the roles of the administration and the trade unions, the trade union relations system is aimed at achieving the right balance among efficiency, effectiveness and job satisfaction in order to jointly pursue the objectives of the University.

Negotiations take place between a public party delegation, representing the administration, and the territorial representatives of the trade union organisations (trade union delegation).

The public party delegation is appointed by the Board of Directors and chaired by the Rector and the Director General or their delegates.

The trade union delegation consists of:

  • Unitary Trade Union Representatives (RSU), whose members are elected every 3 years by the technical and administrative staff using the proportional method from competing lists; currently the University's RSUs consist of 15 representatives (7 for FLC CGIL, 5 for CISL University Federation, 3 for USB Public Employment).
  • Territorial representatives of the trade union organisations that signed the National Collective Labour Agreement (CCNL) 2016-2018­, namely: FLC CGIL, CISL SCUOLA, FEDERAZIONE UIL SCUOLA RUA, SNALS CONFSAL, FEDERAZIONE GILDA UNAMS.

Negotiations are expected to surround the topics specified in the National Contract. In recent years, negotiations at the Politecnico di Milano have focused in particular on the following points:

Each year, the administration establishes the Auxiliary Fund (TA Fund). In recent years, the agreement on the use of the TA Fund has focused on those areas that are most relevant to the proper functioning of the organisation, namely:

  • Overtime
  • On-call allowance
  • Group and individual performance incentives
  • Accountability allowance for B, C and D staff
  • Performance-related pay for EP staff

The criteria for the allocation of accountability allowances and performance-related bonuses are  detailed in the section Performance analysis and evaluation.

Each year the administration establishes the University Endowment Fund (Fondo comune di ateneo - FCA), aimed at initiatives in favour of employees who are mentioned in the integrative bargaining process.
Until now, thanks to a specific trade union agreement, it has been used to offer employees a pay supplement, which takes into account:

  • performance evaluation
  • placement in the University’s organisational structure
  • the structure's varying potential proceeds from third parties

Horizontal Economic Progression (PEO) is a selective procedure that, on the basis of a set of criteria established during trade union negotiations, allows part of the Auxiliary Fund (TA Fund) to be used to increase the base salary of Technical and Administrative Staff, through the allocation of the economic position subsequent to the one currently held.

Unlike all other institutions, PEOs result in a permanent increase in salary, which is why they are strictly regulated by the legislation on containment of public expenditure.

Services undertaken on behalf of third parties are regulated by specific regulations which govern:

  • the form of these services (framework agreements, content of contracts as well as their approval and fulfilment, payment determination and levies on revenues, etc.)
  • the method of setting up the University Endowment Fund, the funds for the PTA and group incentives, as well as the distribution of funds and methods of determining PTA remuneration

One of the University's objectives is to ensure the enhancement and development of skills within it, through training and professional development courses, in order to guarantee the coverage of organisational roles in accordance with the University's strategies and objectives.

Each year a project is produced in which the training needs are analysed. Based on this project, a final planning session takes place, which consists of defining the content, the training methodology and the teachers to be used. Training interventions are subject to evaluation and reporting.

Through performance analysis and evaluation, the University pursues its own strategic goals, as well as promoting organisational well-being and professional growth.

Access to remote and smart working options is governed by specific regulations. The University has also published an Organisational Plan for Smart Working (Piano Organizzativo per il Lavoro Agile - POLA) and has defined an  Integrated Plan for 2021-2023.

After an experimentation phase involving several organisational structures, a gradual roll-out of flexible work projects was launched on 1 January 2022 involving a considerable number of employees, with the intention of alternating between on-site and remote work.

Following discussions between the public and trade union delegations, in the last 10 years important welfare actions have been approved and implemented for the University’s Technical and Administrative Staff, including:

  • a health and social care plan
  • a University welfare portal
  • subsidies for staff
  • Contributions from the University towards the purchase of public transport subscriptions

For more information, please see Life and work.