Committed to supporting technical and administrative staff
The ETH Zurich Personnel Committee (PeKo) is committed to safeguarding the interests of ETH employees. In December and January, the application period is reserved for the elections to appoint members to serve on the committee from 2015 to 2018. Jakob Hauri, the Vice President of PeKo tells us what motivates people to join the committee.
Jakob Hauri has been working as a caretaker at ETH Zurich since 1977. He is currently responsible for what is known as the “RZ” building area, which includes the data centre belonging to the Department of Computer Science (D-INFK) and the facilities of the Department of Humanities, Social and Political Sciences (D-GESS). He enjoys working as part of the Facility Management Infrastructure Division.
Hauri appreciates the positive working atmosphere at ETH: “ETH Zurich employees are very committed and flexible, and they identify with the university,” he says when we visit him in his office at Clausiusstrasse 59.
Understanding people at ETH
Jakob Hauri holds the technical and administrative staff at ETH in high regard – so much so that he has chosen to actively promote their interests. He has been a member of the ETH Zurich Personnel Committee (PeKo) for 12 years. For the past year he has held the post of Vice President, having taken over from Irène Müller-Gantenbein and Renate Amatore (who is now an honorary member of PeKo).
PeKo represents the interests of technical and administrative staff to the Executive Board. Hauri finds this both challenging and motivating: “Having the chance to play an active role in supporting ETH employees gives me a great deal of motivation,” he says, adding that those who get involved in PeKo need to be good listeners and have a keen sense of what people at ETH are concerned about. He also points out that PeKo serves as a point of contact for ETH staff.
However, Hauri continues, rather than acting as a specialist unit in itself, PeKo works closely with the relevant specialist offices whenever employees approach the committee with concerns. These offices may include the ombudspersons or occupational social consulting services or Equal!, the Office of Equal Opportunities. “Peko members are not experts in intervention, but we use our contacts to ensure that employees get the right kind of specialist support and that their concerns are resolved quickly,” says Hauri.
Solutions developed through dialogue
PeKo is involved in major reorganisation and construction projects, as well as in “personnel measures with far-reaching implications”, as they are described in the PeKo regulations. “When it comes to reorganisation, we make sure that the provisions of the ETH Personnel Ordinance are complied with,” says Hauri. In such cases, PeKo cooperates closely with the university’s Human Resources department and social partners. “Joint action involving the parties concerned in each case is typical of the approach taken by PeKo,” Hauri explains, “We don’t want to give the impression that we are a committee primarily concerned with making demands.” He stresses that PeKo is not a staff association, but an internal committee at ETH which works towards solutions through dialogue.
The annual salary negotiations, for example, are led by the staff associations and not by PeKo. When it comes to dealing with internal issues relating to university policy, PeKo coordinates with the bodies which represent ETH Zurich’s students (VSETH), scientific staff (AVETH) lecturers (Lecturers’ Conference, KdL) and University Assembly (UA). This usually involves giving opinions on laws, regulations or directives, but – as was the case this year – it can also lead to ETH’s various university groups joining forces to present their salary concerns to the President of the ETH Board, Fritz Schiesser.
PeKo can put forward proposals to the Executive Board on its own initiative. It holds meetings with the Vice President Human Resources and Infrastructure, Roman Boutellier, or with the President of ETH Zurich at least once a year for a personal discussion.
Typical issues in which PeKo has been actively involved in recent years include ensuring respect in the workplace, showing appreciation to staff, an ideas management system for employees’ suggestions, representing staff in relation to the ombudspersons service or adopting a zero-tolerance approach to bullying and sexual harassment.
Elections for 2015 to 2018
PeKo is made up of between 11 and 14 members from various occupational backgrounds, sites, departments and infrastructure divisions. These members are each elected for a term of four years, although it is also possible for members to step down and new members to be appointed during this period.
The application period for the PeKo elections for the next term, which starts in April 2015 and runs until 2018, will begin this week (8 to 12 December). All technical and administrative employees who have been working for ETH Zurich for at least six months on a permanent basis and with an employment level of at least 50% FTE are eligible to vote.
The Human Resources department, led by its interim Head Cuno Künzler, is to act as the Election Office. Between now and 12 January 2015, highly motivated ETH employees who are keen to get involved in PeKo and willing to devote their time to it are invited to apply to the Election Office in writing (details of the election and application process can be found on the ETH Intranet or on the PeKo website).
PeKo meets once a month on a Thursday afternoon. The committee’s governing board arranges these meetings and prepares the agenda based on current activities. The work of the PeKo members also includes participating in other committees such as the University Assembly, the Strategy Commission or the Catering Commission. Since he is also a member of the PeKo board, Jakob Hauri dedicates around three days each month to the Personnel Committee. “The aim of my involvement in PeKo is to help ensure that ETH Zurich is and remains a good employer,” he concludes.