1.1 In the case of vacancies an audition will be held, unless the Director decides otherwise after consultation with the Works Council.
1.2 The audition is accessible for all Orchestra members.
1.3 The purpose of an audition is to compare candidates to eventually appoint the most suitable candidate(s) for the vacancy. The Audition Committee will advice the Director immediately after the audition.
1.4 a. The Chief conductor has the right to directly advice the Director if he differs in the opinion given by the Audition Committee.
1.4 b. If the Chief conductor wants to make use of this right, he has to express so after the
deliberation on this subject by the audition committee.
1.5 a. The candidate nominated by the audition committee will then be invited to an interview by the Director with the aim to assess the candidate on other than artistic skills, such as:
– Communicative and social skills;
– Motivation (for working at and with the NNO);
– Leadership skills (if applicable);
– Other requirements/qualities mentioned in the profile.
1.5 b. In addition to the Director, principal(s) of the group for which the audition is held will be
present. In case of a vacancy for a principal, the principal of a comparable instrument group
will be asked to join.
1.5 c. The Director will ensure that the discussion will be put in writing for the personnel dossier.
1.5 d. If, based on the conversation the presumption is justified that the applicant will not be
joining the Orchestra, the Director has the right to not appoint the person concerned. He or she will give his/her reason to the audition committee.
1.6 If the advice (referred to in article 1.4) of the Chief conductor gives rise for the Director to not appoint the applicant, he or she will give his/her reason to the audition committee.
Employment contracts for musicians
As from January 2012, a new formation plan is effected. This states the following concerning contracts for new employees: “The functions you –basically- want to be occupied permanently again (like principals) will, in the coming years, not (yet) be filled with a fixed contract. Thereby flexibility -which is necessary in order to find a good balance, both artistically as well as in terms of costs- provisionally remains.”
4. Procedure for the first year and 11 months for the second year of the temporary appointment in the probationary period
Procedure for the first year of the temporary appointment in the probationary period
4.1 a. To the candidate nominated by the Audition Committee, provided there is no situation as defined in article 1.5.d., a temporary appointment (contract) for a probationary year is offered. In case of a trial period, as described in 3.9c and 3.9d, a temporary appointment (contract) for a certain length of time (probationary) can be agreed upon.
b. Within the probationary year, the Director shall gain information from the principal of the group involved about the first impression on the functioning of the candidate.
c. Approximately three months after the start of the probationary year, the Director will conduct an appraisal with the candidate in the presence of the principal(s) of the group involved and, if possible, the Chief conductor.
d. In consultation with the principal(s), the tutti string players will, during their first year of the temporary appointment, for one or two productions (depending on the number of principals) be placed at the first lectern, next to the principal(s). If a trial period is applied, as described in 3.9c and 3.9d, tutti string players will, during one or two productions (depending on the number of principals) also be placed at the first lectern, next to the principal(s).
e. After six months, the Audition Committee will come together for evaluation and consultation on the candidate. The Director will inform the applicant on the outcome of this evaluation and consultation.
f. After nine months, the Audition Committee advices the Director on the overall performance of the candidate, concerning the future of the candidate at the NNO.
Procedure 1 year and 11 months of the temporary appointment in the probationary period
4.2 a. If the final evaluation in the first probationary year is positive (4.1f) and the candidate may continue, he/she gets a probationary contract for eleven months. That can be a fixed term contract or a freelance contract, depending on candidate’s preference.
b. After six months in the second year of the temporary appointment in the probationary period, there is an appraisal by the Director, the artistic leader and the principal of the group involved. If it concerns a principal position, there will be a principal of another instrument group present. During this appraisal, the skills and qualities as described in Article 1.5a and the performance of the candidate will be discussed.
c. If performance is deemed satisfactory, it could be indicated that the temporary appointment in the probationary period will be converted to a permanent contract (after eleven months in the second year).
d. If a candidate does not function satisfactory after 1.5 years, a period of about five months will ensue before the temporary contract of eleven months in the second probationary year will be terminated.