Employment Tag

blank

Consultation practice tools Film/AV production: respond now to ‘Handbook application zzp start rates’ & ‘Timesheets zzp assignments’

18 February 2025

Photo: Wikimedia / Publication: 11/11/24

The chain table Film/AV cultural productions cast & crew cs (hereafter chain table Film/AV production) of fairPACCT hereby presents the proposal for the ‘Handbook on application of zzp start rates film and AV production’ (Handbook) and the accompanying ‘Timesheets zzp assignments film and AV production’ (Timesheets). These were developed with the help of Social Finance Matters and are intended for the practical application of the 4 previously published fair pay instruments by clients and contractors involved in the production of short films, feature films, documentaries, animation films, innovative media productions and series. Responding is possible until December 3, 2024. Please use the entry form to do so.

a camera with a screen on it

Fair pay zzp rates for five roles of professionals in culture marketing and communications ready

9 December 2024

Photo: Bas de Brouwer (from Whitepaper chain table) / Publication: 15/11/24

From July 22 to Sept. 19, the fair pay proposals from the Professionals in Culture Marketing and Communications chain table were in public consultation. People were asked to review, test and provide feedback on the fair pay practice tool proposals. The chain table has worked with this feedback. Based on it, it now presents final fair pay practice tools with the goal of concrete application.

It concerns a so-called MarCom Framework, created by Bureau STYR in collaboration with the chain table. It distinguishes five roles of Culture MarCom professionals who can function within certain valuation groups and at certain levels. Linked to these levels are zzp rates, derived from the General Market Netherlands and provided with a ‘markdown’ of minus 15% for Cultural Netherlands. These rates should be paid by working professionals to prevent further outflow of these valuable professionals from the cultural and creative sector.

Role matrix

STYR’s Role Matrix includes the five distinct roles within Culture MarCom. These are: advisor; generalist; manager & coordinator; project leader; specialist. Within the STYR model for weighting/rating roles, problem-solving ability is central. In this model, there are six rating groups from practical to abstract and twenty corresponding levels. The roles in Culture MarCom are divided into the valuation groups II, III and IV and assigned levels 5 through 11.

Role matrix. STYR. November 2024.

5 roles

An overview of each of the five roles has been prepared. This briefly states the nature of the assignment appropriate to a particular role. There is an explanation of the STYR rating group(s) to which the role belongs. For each level within a group, the required problem-solving ability is described and the so-called framework of the assignment that may belong to such a level. A (synonym) list with names of assignments and roles has been added, because in Culture MarCom many types of topical names occur. Finally, there is a cultural assignment description for each level as an example.

Role Advice. STYR. November 2024.

Role Generalist. STYR. November 2024.

Role Management and Coordination. STYR. November 2024.

Role Project Manager.

Role Specialist. STYR. November 2024.

From wages to zzp rates

Based on the valuation of the five roles and their levels, STYR linked wages to them given the median of the General Market Netherlands, which is the salary including 8% vacation allowance and other fixed so-called emoluments/rewards. They also reasoned a zzp surcharge of 70.5% was determined. Furthermore, repeated research has shown that in the cultural collective agreements that are considered fair pay is generally paid 10% to 20% less than in the General Market Netherlands. In sub-sectors without a CBA, it is even worse. So in particular, individuals with general education and positions such as professionals in marketing and communications often flow out to other better-paying sectors. For completeness, STYR still showed a so-called cut-off with 15% lower rates for freelance MarCom professionals in the cultural and creative sector. Finally, this Agency compared its own levels with the job levels of MarCom professionals in four cultural collective bargaining agreements.

From wages to zzp rates. STYR. November 2024.

Manual MarCom Framework

There is a ‘Manual MarCom Framework. Fair pay for freelance MarCom professionals within the cultural sector.’ The Framework is intended for assignment providers and freelance MarCom professionals (contractors). It provides guidance for determining the weight of offered MarCom assignments in terms of problem-solving capacity and appropriate rates (fair pay). For clients it can be useful. They can go through three steps as part of the assignment: role with description, valuation group, level. In addition, the Framework gives contractors insight into their own problem-solving capabilities. This makes them better able to take on appropriate assignments at a fair(er) rate. Furthermore, the MarCom Framework can be used by contractors in their personal development.

Manual MarCom Framework. STYR. November 2024.

Previous fair pay practice tools from the chain table

The chain table Culture Marketing and Communication has already presented three fair pay practice tools on December 1, 2023 after an earlier public consultation:
1. A Manifesto on the value of culture marketers with the motto: ‘Without culture marketers no audience. Without audiences no culture.’
2. A Whitepaper with seven related practical examples.
3. A comparison of the remuneration for five types of MarCom positions in various cultural collective bargaining agreements with those in the Netherlands.

Furthermore, two specific underpinnings were previously created with the help of research firm Social Finance Matters:
1. A Reference Framework with job titles and scales in existing cultural and some related collective bargaining agreements/guidelines.
2. A study of project criteria for costs of marketing and communication by funds and governments.

Learn more

FairPACCT chain table Culture Marketing and Communications (read more under the ‘current’ or ‘about the table’ section)

a camera with a screen on it

Fair pay zzp rates for five roles of professionals in culture marketing and communications ready

3 December 2024

Photo: Bas de Brouwer (from Whitepaper chain table) / Publication: 15/11/24

From July 22 to Sept. 19, the fair pay proposals from the Professionals in Culture Marketing and Communications chain table were in public consultation. People were asked to review, test and provide feedback on the fair pay practice tool proposals. The chain table has worked with this feedback. Based on it, it now presents final fair pay practice tools with the goal of concrete application.

It concerns a so-called MarCom Framework, created by Bureau STYR in collaboration with the chain table. It distinguishes five roles of Culture MarCom professionals who can function within certain valuation groups and at certain levels. Linked to these levels are zzp rates, derived from the General Market Netherlands and provided with a ‘markdown’ of minus 15% for Cultural Netherlands. These rates should be paid by working professionals to prevent further outflow of these valuable professionals from the cultural and creative sector.

Role matrix

STYR’s Role Matrix includes the five distinct roles within Culture MarCom. These are: advisor; generalist; manager & coordinator; project leader; specialist. Within the STYR model for weighting/rating roles, problem-solving ability is central. In this model, there are six rating groups from practical to abstract and twenty corresponding levels. The roles in Culture MarCom are divided into the valuation groups II, III and IV and assigned levels 5 through 11.

Role matrix. STYR. November 2024.

5 roles

An overview of each of the five roles has been prepared. This briefly states the nature of the assignment appropriate to a particular role. There is an explanation of the STYR rating group(s) to which the role belongs. For each level within a group, the required problem-solving ability is described and the so-called framework of the assignment that may belong to such a level. A (synonym) list with names of assignments and roles has been added, because in Culture MarCom many types of topical names occur. Finally, there is a cultural assignment description for each level as an example.

Role Advice. STYR. November 2024.

Role Generalist. STYR. November 2024.

Role Management and Coordination. STYR. November 2024.

Role Project Manager.

Role Specialist. STYR. November 2024.

From wages to zzp rates

Based on the valuation of the five roles and their levels, STYR linked wages to them given the median of the General Market Netherlands, which is the salary including 8% vacation allowance and other fixed so-called emoluments/rewards. They also reasoned a zzp surcharge of 70.5% was determined. Furthermore, repeated research has shown that in the cultural collective agreements that are considered fair pay is generally paid 10% to 20% less than in the General Market Netherlands. In sub-sectors without a CBA, it is even worse. So in particular, individuals with general education and positions such as professionals in marketing and communications often flow out to other better-paying sectors. For completeness, STYR still showed a so-called cut-off with 15% lower rates for freelance MarCom professionals in the cultural and creative sector. Finally, this Agency compared its own levels with the job levels of MarCom professionals in four cultural collective bargaining agreements.

From wages to zzp rates. STYR. November 2024.

Manual MarCom Framework

There is a ‘Manual MarCom Framework. Fair pay for freelance MarCom professionals within the cultural sector.’ The Framework is intended for assignment providers and freelance MarCom professionals (contractors). It provides guidance for determining the weight of offered MarCom assignments in terms of problem-solving capacity and appropriate rates (fair pay). For clients it can be useful. They can go through three steps as part of the assignment: role with description, valuation group, level. In addition, the Framework gives contractors insight into their own problem-solving capabilities. This makes them better able to take on appropriate assignments at a fair(er) rate. Furthermore, the MarCom Framework can be used by contractors in their personal development.

Manual MarCom Framework. STYR. November 2024.

Previous fair pay practice tools from the chain table

The chain table Culture Marketing and Communication has already presented three fair pay practice tools on December 1, 2023 after an earlier public consultation:
1. A Manifesto on the value of culture marketers with the motto: ‘Without culture marketers no audience. Without audiences no culture.’
2. A Whitepaper with seven related practical examples.
3. A comparison of the remuneration for five types of MarCom positions in various cultural collective bargaining agreements with those in the Netherlands.

Furthermore, two specific underpinnings were previously created with the help of research firm Social Finance Matters:
1. A Reference Framework with job titles and scales in existing cultural and some related collective bargaining agreements/guidelines.
2. A study of project criteria for costs of marketing and communication by funds and governments.

Learn more

FairPACCT chain table Culture Marketing and Communications (read more under the ‘current’ or ‘about the table’ section)

blank

Fair pay zzp rates for five roles of professionals in culture marketing and communications ready

15 November 2024

Photo: Bas de Brouwer (from Whitepaper chain table) / Publication: 15/11/24

From July 22 to Sept. 19, the fair pay proposals from the Professionals in Culture Marketing and Communications chain table were in public consultation. People were asked to review, test and provide feedback on the fair pay practice tool proposals. The chain table has worked with this feedback. Based on it, it now presents final fair pay practice tools with the goal of concrete application.

It concerns a so-called MarCom Framework, created by Bureau STYR in collaboration with the chain table. It distinguishes five roles of Culture MarCom professionals who can function within certain valuation groups and at certain levels. Linked to these levels are zzp rates, derived from the General Market Netherlands and provided with a ‘markdown’ of minus 15% for Cultural Netherlands. These rates should be paid by working professionals to prevent further outflow of these valuable professionals from the cultural and creative sector.

Role matrix

STYR’s Role Matrix includes the five distinct roles within Culture MarCom. These are: advisor; generalist; manager & coordinator; project leader; specialist. Within the STYR model for weighting/rating roles, problem-solving ability is central. In this model, there are six rating groups from practical to abstract and twenty corresponding levels. The roles in Culture MarCom are divided into the valuation groups II, III and IV and assigned levels 5 through 11.

Role matrix. STYR. November 2024.

5 roles

An overview of each of the five roles has been prepared. This briefly states the nature of the assignment appropriate to a particular role. There is an explanation of the STYR rating group(s) to which the role belongs. For each level within a group, the required problem-solving ability is described and the so-called framework of the assignment that may belong to such a level. A (synonym) list with names of assignments and roles has been added, because in Culture MarCom many types of topical names occur. Finally, there is a cultural assignment description for each level as an example.

Role Advice. STYR. November 2024.

Role Generalist. STYR. November 2024.

Role Management and Coordination. STYR. November 2024.

Role Project Manager.

Role Specialist. STYR. November 2024.

From wages to zzp rates

Based on the valuation of the five roles and their levels, STYR linked wages to them given the median of the General Market Netherlands, which is the salary including 8% vacation allowance and other fixed so-called emoluments/rewards. They also reasoned a zzp surcharge of 70.5% was determined. Furthermore, repeated research has shown that in the cultural collective agreements that are considered fair pay is generally paid 10% to 20% less than in the General Market Netherlands. In sub-sectors without a CBA, it is even worse. So in particular, individuals with general education and positions such as professionals in marketing and communications often flow out to other better-paying sectors. For completeness, STYR still showed a so-called cut-off with 15% lower rates for freelance MarCom professionals in the cultural and creative sector. Finally, this Agency compared its own levels with the job levels of MarCom professionals in four cultural collective bargaining agreements.

From wages to zzp rates. STYR. November 2024.

Manual MarCom Framework

There is a ‘Manual MarCom Framework. Fair pay for freelance MarCom professionals within the cultural sector.’ The Framework is intended for assignment providers and freelance MarCom professionals (contractors). It provides guidance for determining the weight of offered MarCom assignments in terms of problem-solving capacity and appropriate rates (fair pay). For clients it can be useful. They can go through three steps as part of the assignment: role with description, valuation group, level. In addition, the Framework gives contractors insight into their own problem-solving capabilities. This makes them better able to take on appropriate assignments at a fair(er) rate. Furthermore, the MarCom Framework can be used by contractors in their personal development.

Manual MarCom Framework. STYR. November 2024.

Previous fair pay practice tools from the chain table

The chain table Culture Marketing and Communication has already presented three fair pay practice tools on December 1, 2023 after an earlier public consultation:
1. A Manifesto on the value of culture marketers with the motto: ‘Without culture marketers no audience. Without audiences no culture.’
2. A Whitepaper with seven related practical examples.
3. A comparison of the remuneration for five types of MarCom positions in various cultural collective bargaining agreements with those in the Netherlands.

Furthermore, two specific underpinnings were previously created with the help of research firm Social Finance Matters:
1. A Reference Framework with job titles and scales in existing cultural and some related collective bargaining agreements/guidelines.
2. A study of project criteria for costs of marketing and communication by funds and governments.

Learn more

FairPACCT chain table Culture Marketing and Communications (read more under the ‘current’ or ‘about the table’ section)

blank

Report with zzp rates for composers and musicians jazz/world/contemporary ready

14 November 2024

Photo: Flickr / Publication: 14/11/24

Starting in the summer period, fair pay proposals from four chain tables went out for consultation, including from the Jazz/World/Contemporary Composers & Musicians chain table. Stakeholders were asked to review, test and then provide feedback on the proposal for the fair pay practice tool, a report containing zzp rates for concerts by musicians and composition commissions by composers. With this feedback, the chain table set to work. The final report is now ready for practical application.

Feedback public consultation

On Monday, July 22, summer consultation began on a fair pay proposal from the Jazz/World/Contemporary Composers & Musicians chain table. The proposal covered rates for concerts by musicians and composition commissions by composers. On the basis of much and extensive input during the consultation, Bureau KNYFE, in cooperation with the chain table, can now present the ‘Final report on rates for composers and musicians. Outcomes instrument development fair practice for for jazz/world/contemporary.’

The practice tool

Final report rates composers and musicians.

Learn more

FairPACCT chain table Jazz/World/Contemporary Composers & Musicians (read more under the heading ‘current’ or ‘about the table’)

blank

Job house with job titles, 16 reference jobs and safety note for archaeologists completed

14 November 2024

Photo: GetArchive / Publication: 14/11/24

Starting in the summer period, fair pay proposals from four chain tables went into consultation, including from the Archaeology chain table. Stakeholders were asked for the fair pay practice tool proposals, a Job House and a Safety and Working Conditions memorandum, through, testing and then providing feedback. With this feedback, the chain table set to work. The final practice tools are now ready for practical application.

Feedback public consultation

On Monday, Aug. 19, the summer consultation was expanded to include two fair pay practice tools from the Archaeology chain table. The first proposal was for a job house containing 16 reference functions, provided with profiles, ratings and salary tables plus a synonym list. The second proposal was a memorandum on safety and working conditions. On the basis of thorough input during the consultations, Bureau Leeuwendaal, in collaboration with the chain table, now presents the definitive ‘Job Classification for Archaeology’ with ‘Profiles’ containing 16 reference functions. The relationship with project-based work has been clarified for Archaeologist 1. Different names are regularly used for the same jobs, which is why a ‘List of common job titles’ is also available. Furthermore, the memorandum ‘Safety and Working Conditions in Archaeology’ has been finalized. Given the input received, general VCA (Safety, Health, Environment) certification and certification is now recommended, among other things. The recommendation, however, is to develop a specific toolbox and handbook for workers in archaeology. At an earlier stage, the Chain Table presented three practical tools based in part on an employment monitor: Standard regulation on secondary employment conditions; zzp note; note on contracts.

The practice tools

Learn more

FairPACCT chain table Archaeology (read more under the heading ‘current’ or ‘about the table’)

blank

Consultation practice tools Film/AV production: respond now to ‘Handbook application zzp start rates’ & ‘Timesheets zzp assignments’

11 November 2024

Photo: Wikimedia / Publication: 11/11/24

The chain table Film/AV cultural productions cast & crew cs (hereafter chain table Film/AV production) of fairPACCT hereby presents the proposal for the ‘Handbook on application of zzp start rates film and AV production’ (Handbook) and the accompanying ‘Timesheets zzp assignments film and AV production’ (Timesheets). These were developed with the help of Social Finance Matters and are intended for the practical application of the 4 previously published fair pay instruments by clients and contractors involved in the production of short films, feature films, documentaries, animation films, innovative media productions and series. Responding is possible until December 3, 2024. Please use the entry form to do so.

Guide to application of zzp start-up rates film and AV production

The Manual sees in particular the connection between two practical instruments already developed with the help of Berenschot: the Assignment Compass and the zzp-start rates linked to it as included in the Matrix. As an additional tool, Timesheets for self-employment assignments have been prepared. In six steps it is explained how to use the tools to negotiate an assignment on the basis of a substantiated opening offer.

For consultation:

Timesheets zzp assignments film and AV production | version 1.0

In order to properly estimate the effective working time necessary for the total execution of the assignment, Timesheets have been created as an additional tool with examples of common work in 13 fields. Please note that general activities that are not part of the assignment, such as administration for your own company, training and preparation or acquisition to obtain an assignment do not count. These are already factored into the zzp starting rate and the zzp surcharge factor included therein.

For consultation:

Scroll on (after the link to the entry form) to see the updates/expansion of the already published practice tools in a row.

Continued

With the responses to this consultation, the participants of the chain table Film/AV production will adjust and finalize the proposed practice tools in December where necessary. Publication of the final instruments is planned for the end of this year, so that they can be applied in practice from 2025. From 2025 the Ministry of Education, Culture and Science will make fair pay compulsory, and so will the State Culture Funds: from then on sectors must be affiliated to a collective bargaining agreement or, if these do not exist, to a (related) fee guideline in order to be able to demonstrate that they pay fairly and thus be eligible for subsidy funding.

In addition, work continues on a Guide to Departments of Film and AV Production. This will provide common assignments with a concise description of tasks and activities. The chain table is being assisted in this by the Netherlands Film Academy. Also, in the first quarter of 2025 it will be discussed how agreements about the reservation of time, cancellation etc. could take shape in an additional practical tool. Furthermore, work needs to be done to arrange the maintenance, further development and communication of the practice instruments and the continuation of the chain consultation in the sector. To this end, a plan will be developed in 2025. The fairPACCT program has been extended through 2028 but will be basically completed in four years.

___________________________________________________________________________

Fill-in form

Download the entry form below. You can e-mail it back to fairpacct@platformacct.nl preferably before Dec. 3.

Fill-in form

___________________________________________________________________________

All current versions of the chain table Film/AV production practice tools listed:

Assignment Compass film and AV production | version 2.0

The Assignment Compass is a roadmap developed by Bureau Berenschot to provide a reasoned valuation of the combination of tasks and activities of freelancers for a professional AV production, by classifying these tasks and activities at an appropriate weight level. It is structured along general level indicators that determine “the weight” of the task. In each of the 13 departments, at least two reference assignments were weighted and classified by Berenschot. Interviews were conducted for this purpose. In large departments, Berenschot classified a number of additional derived assignments. The Assignment Compass has already been published for consultation in November 2023. In this version 2.0, based on the responses obtained, a preamble has been added for further clarification for application in practice. The Assignment Compass is currently still Excel document. In combination with the zzp start rates, a web-based module of this will be built in early 2025.

To be noted:

Matrix zzp start rates film and AV production | version 1.0

The Matrix includes the starting rates calculated by Berenschot with which principals and contractors can negotiate appropriate compensation for work. This was done on the basis of a benchmark between the CLA for Drama and Dance and the CLA for Broadcasting Personnel. The benchmark report”From wage to zzp starting rate” containing the calculated zzp starting rates has already been published at the November 2023 consulation. The Matrix is a handy translation of this into tables for practical application.

To be noted:

Guideline for safe and healthy working AV sector | version 2.0

Version 1.0 of the Guideline was already submitted to the field through public consultation in November 2023 and was subsequently updated and published and has been in effect since April 1, 2024. The Guideline includes principles to ensure the physical and psychosocial safety of contractors involved in making professional AV productions. The emphasis in version 1.0 was on the running period. When requested, the Guide has been further developed and version 2.0 now covers the entire process from development to post-production. The scope of application at all stages remains limited to those circumstances where the nature of the work involves a contractor working with others and this requires coordination and planning by the client and the client has determined the circumstances under which work is to be done. It is intended that version 2.0 of the Guidance will be applied as of 2025.

To be noted:

Framework of terms AV sector | version 2.0

Version 1.0 was already published at consulation in November 2023. It was subsequently updated and published for practical application in January 2024. When requested, version 2.0 added some terms for animation in particular. The Framework of Terms is intended to provide commonly used terms in contract negotiation with a neutral definition, so that contractors and clients are talking about the same thing when they use them in negotiation. Version 2.0 of the Framework of Terms can be applied as of 2025.

To be noted:

Learn more

The chain table Film/AV production has been working since September 2022 within the fairPACCT program of Platform ACCT to develop practice tools as part of the further elaboration of the Fair Practice Code and the Audiovisual Sector Letter of Intent, led by independent chair Doreen Boonekamp.

Participants in the chain table Film/AV production are: Nederlandse Audiovisuele Producenten Alliantie (NAPA), Nederlandse Content Producenten (NCP), Nederlandse Publieke Omroep (NPO), College van Omroepen (CoO), Kunstenbond, FNV Media & Culture, FijnWeekend, Dutch Directors Guild (DDG), Dutch Production Association (DPA), Authors’ Union, Screenwriters’ Network, Dutch Association of Cinema-Editors (NCE), Netherlands Society of Cinematographers (NSC), Association of Constructive Audio (VCA), Art, Costume and Make-up & Hair professionals (ACM), Post supervisors Network Netherlands (PNN), ACT actors’ interests (ACT) and the Dutch Agents Association (NAA).

FairPACCT chain table Film/AV production (read more under the ‘current’ or ‘about the table’ section)

Fill-in form

blank

Fair pay proposals chain table Film festivals: respond now by Saturday, Oct. 19, 2024

19 September 2024

Photo: Pentes Foivos / Publication: 19/09/24

The Platform ACCT chain table Film Festivals presents at these three fair pay proposals.
It requests a response from all concerned by Saturday, Oct. 19, 2024. Please use the input form below. The input exploit the chain table to finalize the three practice tools by Nov. 1. These will then be reviewed with
the field and subsidizers such as the Ministry of OCW, other governments and the Netherlands Film Fund. As of January 1, the application of fair pay via adherence to a fee guideline or rate agreement obliged, at least by the state-subsidized film festivals for employees and freelancers.

Standard Basic Secondary Employment Conditions

In drawing up the fringe benefits, the chain table first reviewed the statutory provisions. It has also, as required by the government, made a detailed comparison with adjacent sectors. This concerns the Collective Labor Agreements for Dutch Podia and Dutch Pop Stages and Festivals. The Standard Secondary Employment Conditions for literary festivals made by the Platform ACCT chain table Letterenorganisaties c.s. is also involved. The currently presented Standard Basic Scheme Secondary Employment Conditions for Film Festivals contains 32 items. For each item, the statutory provisions are listed first and then provisions that the chain table believes should be used as a lower limit under the motto “Apply. Finally, considerations are listed that, in addition to these, are recommended by the Platform ACCT chain table Film Festivals for individual assessment of film festival organizations.

For consultation:

Proof of a Job Building with 18 reference functions and profiles

Bureau Berenschot was commissioned by a number of film festivals to conduct 2 preliminary studies leading up to the chain table: ‘Uitkomsten benchmark landelijke filmfestivals’ of April 2023 and ‘Eindrapportage Cao-benchmark en onderzoek arbeidsvoorwaardenbeleid Nederlandse filmfestivals’ of July 2023. This included an overview of globally function-valued reference functions and 5 detailed job descriptions. The chain table has expanded this into a proof of a Job Building with 18 reference functions provided with job profiles and a global job rating. Bureau Berenschot was recently asked to convert this into an official Job Building with reference functions, profiles, valuations and gradings before January 1.

For consultation:

Zzp rates given reference salary scales Cao Nederlandse Podia

The chain table Film Festivals has chosen, with regard to remuneration to employees, to follow the salary scales of the Cao Nederlandse Podia. It has also converted the scales for employees in this Cao to zzp rates, assuming a mark-up percentage of 69.26%. This same percentage, together with an updated justification and explanation, is included in the updated digiPACCT Calculation Tool ‘cao wage to zzp rate’ of August 2024. As reported, the 18 reference functions chosen by the chain table will still be scaled exactly by Bureau Berenschot before January 1, 2025.


For consultation:

___________________________________________________________________________

Fill-in form

Download the entry form below. You can e-mail it back to fairpacct@platformacct.nl preferably before Oct. 1.

Fill-in form

___________________________________________________________________________

Learn more

FairPACCT chain table Film festivals (read more under the ‘current’ or ‘about the table’ section)

Fill-in form

blank

The Fair Pop Pilot is up and running! How does fair pay work in practice?

2 September 2024

Publication: 02/09/24 | Photo: Goldkimono in stage 2 Patronaat by Marjolein van Veldhuizen

The Pop Musicians chain table of the Platform ACCT program FairPACCT is launching the Fair Pop Pilot! From September through November 2024 at 8 participating pop venues, fair pay compensation will be paid to performing artists and musicians. This is done using the previously presented Pop Musicians Calculation Tool. During this pilot, Erasmus University Rotterdam is investigating the most effective financing method and the effects of fair pay on the sector. The pilot and the practical research are funded by the Fonds Podiumkunsten, the Cultuurfonds and Fonds 21 . Implementation is in the hands of Platform ACCT.

The pop venues

The eight participating venues are Hedon (Zwolle), Doornroosje (Nijmegen), Neushoorn (Leeuwarden), Melkweg (Amsterdam), EKKO (Utrecht), Paard (The Hague), Patronaat (Haarlem) and Effenaar (Eindhoven). Diversity in programming, genre and regional distribution were considered in the selection. Acts programmed in small to medium-sized venues are eligible to participate in the pilot.

Practice research on effective funding routes

Erasmus University Rotterdam’s research focuses, among other things, on the question of what is the most effective route of payment to performing musicians and artists. Therefore, in the pilot, some acts and artists will receive additional fair pay compensation through the stages and others will receive it directly, without stage intervention. Researchers Prof. Dr. Pauwke Berkers and Frank Kimenai are also looking at how both routes affect the natural dynamics of programming. In addition, the impact of a fair pay payment on the professional practice of pop musicians and the operations of venues is being investigated. The calculation tool will also be widely practiced and tested.

Fair pay fees for performing pop musicians at five career stages

The Pop Musicians Calculation Tool gives pop musicians and their clients insight into what constitutes fair pay and helps negotiate an appropriate remuneration. With the tool, 11 objective criteria can be used to determine to which career phase an artist or act belongs: starting, upcoming, developing, mid-career, arrived. Based on the respective career phase an artist or act is in, it indicates what a fair compensation would be for a live performance on stage. The figures are based on established standards around minimum wage, modal wage and welfare and research into the income and hours worked by pop musicians. This research was previously done by Bureau Berenschot which resulted in the report “The gap between commitment and income of pop musicians.”

Presentation pilot at CPFE and results at Eurosonic Noorderslag 2025

On September 16, 2024, the chain table will present the pilot during a session at the CPFE congress in TivoliVredenburg. The first results of the Fair Pop Pilot will be shown at Eurosonic Noorderslag in January 2025. There, earlier in 2023, the Chain Table Pop Musicians handed over the Bureau Berenschot report “The gap between commitment and income of pop musicians” (see link in previous paragraph) to the then State Secretary of Culture, Gunay Uslu. Then, in 2024, the Pop Musicians Calculation Tool was presented. With the Fair Pop Pilot, all of these steps will be put into practice and examined.

Want to know more about the chain table Pop Musicians? Read more here.

blank

Fair pay chain table proposals with function house and safety note for archaeology practice: respond now!

19 August 2024

Photo: Rawpixel / Publication: 19/08/24

The Chain Table on Archaeology is presenting two new fair pay proposals at these and is asking for responses from all involved: preferably by Tuesday, Oct. 1. Please use the form below to do so. The feedback by fairPACCT and the chain table based on the responses received will be done before the November 1 deadline.

The first proposal concerns a Job House for Archaeology, prepared together with the recognized job evaluation agency Leeuwendaal. The second proposal concerns a memorandum on Safety and Working Conditions in Archaeology.

Function house Archeology

A Labor Market Monitor was published from the Archaeology chain table in June 2023. This was made on the basis of a survey of employed people by Femke Tomas, lecturer/researcher from Saxion University of Applied Sciences. The chain table also presented a p roeve of a Job House provided with the current positions and salaries. This proof has come about on the basis of an inventory by Marbles consultancy and Saxion University of Applied Sciences among work providers and after a public consultation.

The recognized job evaluation agency Leeuwendaal was then engaged, which, in coordination with the chain table, has now produced a proposal for an official ‘Job House Archaeology. A suitable job house for employees in archaeology’. This contains 16 reference functions, with profiles, valuations and salary tables archaeology and gelet to the Collective Labor Agreement for Municipalities, the Museum Collective Labor Agreement and the Collective Labor Agreement for the Netherlands. Furthermore, together with the chain table, fairPACCT made a synonym list of other job titles that also occur and plotted these within the 16 reference functions.

For consultation:

Note Vsafety and Wworking conditions Archaeology

The Chain Table on Archaeology on December 1, 2023, after a public consultation
issued the “Standard Regulations on Secondary Terms of Employment for Archaeology. In it, three detailed notes were announced at the end. Two additional notes from the chain table have already been made available to the field in May 2024. These notes contain factual information, bottlenecks and suggestions for improvement.

  • ‘Note 1. ‘ by Daniel Stiller, Esther Vriens and Henk Koster;
  • ‘Note 2. ‘ by Rob Houkes.

The ‘Memorandum on Safety and Working Conditions in Archaeology’ is now available for consultation. This was drawn up by archaeologist Jesper de Raad in collaboration with the chain table and after consultation with an expert. This will show the state of safety and working conditions of archaeologists in the field. This memorandum is specifically about physical safety and working conditions in the archaeology sector. De even belangrijke mentale kant is geen onderdeel ervan: de ketentafel wil dat onderwerp ook nog oppakken. The present memorandum has 3 parts:

  1. laws and regulations;
  2. explanation safety and working conditions;
  3. questions and answers.

For consultation:

‘Note on Safety and Working Conditions in Archaeology’. .

To be noted:

‘Standard regulation on secondary employment conditions for archaeology’. Archaeology chain table. November 2023.

(The Memorandum on Safety and Working Conditions in Archaeology concerns a supplement to the already adopted Standard Regulations on Secondary Conditions of Employment in Archaeology).

___________________________________________________________________________

Fill-in form

Download the entry form below. You can e-mail it back to fairpacct@platformacct.nl preferably before Oct. 1.

Fill-in form

___________________________________________________________________________

Learn more

FairPACCT chain table Archaeology (read more under the heading ‘current’ or ‘about the table’)

Fill-in form