Sustainable employability in education: what does it mean?

Education is a dynamic and demanding sector. High work pressure, a growing teacher shortage, technological developments and constant changes in policy and legislation demand a lot from education professionals. This is precisely why investing in sustainable employability is not a luxury, but a necessity for quality and future-proof education.

Highly employable staff means:

• Lower absenteeism
• Higher job satisfaction
• Better educational quality
• Long-term employability of personnel

The sustainable employability (DI) scheme is stipulated in the education collective bargaining agreement and supports employees in maintaining their employability. It is the successor to the BAPO scheme.

Employees receive annual hours that they can use, for example, for coaching, training, task relief or leave. The goal is to keep teaching employees vital and motivated until retirement.

In primary education (elementary and special education), employees are entitled to:

• 40 sustainable employability hours per year
• 40 additional hours for beginning teachers in the first three years
• 130 additional hours for employees age 57 and older

These hours apply on the basis of full-time employment and are allocated pro rata. Employees may, in consultation with the employer, save the hours up to a maximum of three years for such purposes as a sabbatical, study program or phased reduction.

In secondary education, employees are entitled to:

• 90 sustainable employability hours per year
• 120 additional hours for employees age 57 and older
• Job relief for teaching staff aged 57 and over: 3 fewer teaching hours per week

It applies to full-time employment and is prorated. Saved hours may be taken for up to four years, depending on arrangements within the school.

More and more schools are not only putting sustainable employability on paper, but also applying it in the workplace. Here are some practical examples of sustainable employability in schools:

• Employability conversations - Regular conversations in which employee and manager reflect together on job satisfaction, ambitions and any bottlenecks.
• Coaching - Customized support, for example, for beginning teachers or teachers with a high workload.
• Vitality Programs - From sports and healthy eating to sleep coaching and mindfulness, everything you need to stay physically and mentally balanced.
• Mental support - Preventive use of corporate psychologists or vitality coaches for signs of stress or overload.

These initiatives contribute to a healthy culture where people feel seen, valued and supported.

By investing in sustainable employability now, we are building strong, resilient schools in which people grow and enjoy working. This is not only valuable for the employee, but essential for good education for future generations.

As a school, do you want to get started with sustainable employability? Let paraDIGMA groep guide you with an approach that works.