Collective agreement as a clerk, advantages?

The TVöD salaries are in a solid midfield. Thus, no bad yield, but also no very high content compared to what could be achieved in a comparable activity outside the public service ideally.

It is absolutely transparently regulated what one gets for what activity with what pre-experience and will get in the future with increasing experience. However, in this so-called step-time after 15 years the end of the flag rod is also achieved. From then on, the salary will only become even more if you switch to another place where the activities match a higher pay group.

But there is also another hook of the TVöD: certain formal qualifications are necessary for certain pay groups. If you don’t, you will always group a pay group lower despite the takeover of these activities if you should get this job anyway. So, if you want to “higher” someday, there may be no way to go by studying.

Otherwise, there are additional services for the monthly salary in the TVöD as the annual special payment (“Christmas money”), which is 80% of a monthly salary. Benefits such as Jobticket, Kita grant and the like can also be paid, but each organization unit decides individually and which can vary depending on the specific location. The TVöD also provides performance bonuses, which can be obtained in addition if you provide the appropriate services. However, this is usually not soooo much what you get in addition…

Holiday is also a certain form of remuneration, since it is a paid exemption. Here the TVöD looks 30 days a year. In the free economy, there are companies that offer significantly less than those that give their employees even more days. So here too: solid midfield.

So it’s so a bit like the principle “Love the sparrow in the hand, as the dove on the roof”. Security, transparency, reliability, little RIsiko, but as a result only very small chances of getting ahead right far through happiness and effort.