The national collective agreement of March 15, 1966 (IDCC 413) regulates the remuneration of employees working in establishments and services for disabled and adapted persons. The salary is calculated based on a coefficient multiplied by a point value, rather than a fixed amount negotiated position by position. Understanding this mechanism requires mastering three concepts: the point value, the coefficient related to the position and seniority, and the relationship with the SMIC.
Point Value and Dual Reference in Agreement 66
The conventional gross salary is calculated by multiplying the coefficient assigned to the employee by the point value. Two values coexist depending on the employer.
Related reading : Tips and solutions to watch Top 14 without Canal+ in 2024
Avenant 361 of the CCN 66 sets the point value at 3.82 euros. Establishments affiliated with Nexem apply an employer recommendation raising the point to 3.93 euros. The difference may seem minimal, but on a coefficient of 434 (specialized educator at the beginning of their career), the gap represents several dozen euros gross per month.
Checking which point value your employer applies is therefore the first step to correctly reading the salary scale of agreement 66 and verifying your payslip.
Read also : Salary and conditions: how much does a cleaner earn in Dubai in 2024?
Coefficient and Seniority: How the CCN 66 Grid Sets Gross Salary
Each job in agreement 66 is linked to an annex (annex 2 for educational and social staff, annex 3 for technical staff, etc.) and to a starting coefficient. This coefficient automatically increases with seniority, according to a schedule specific to each profession.
A monitor-educator, a specialized educator, or a medical-psychological assistant do not progress at the same pace or with the same increments. The career progression is automatic: it does not depend on an evaluation or a promotion, but on the number of years spent in the position.
Elements Determining the Coefficient
- The job performed and the corresponding annex in the agreement (educational, administrative, medical, technical, management staff)
- The diploma required for the position, which determines the entry coefficient of the grid
- The seniority in the position or in the branch, according to the rules for recognizing seniority negotiated at hiring
The recognition of seniority at hiring is not always total. An employer may recognize two-thirds of the seniority acquired with a previous employer under the same agreement, which directly modifies the applied coefficient and thus the gross salary.
SMIC and Agreement 66 Grid: When the Legal Minimum Exceeds the Conventional Minimum
The structural problem of the CCN 66 grid in 2024 and beyond lies in the lack of regular revaluation of the point value. Several entry coefficients of the grid now fall below the SMIC, making the grid partially ineffective for setting the actual hiring salaries of non-executives.
According to union analyses reported by the specialized press, the conventional minimum salary at the entry of the grid in CCN 66 would be approximately 137 euros below the SMIC after the revaluation on June 1, 2026. The employer must then apply the SMIC, which remains the floor standard.
Obligation for Accelerated Negotiation
Since the “purchasing power” law of 2022, when a first level of classification falls below the SMIC, employer organizations in the branch have a reduced period of 45 days to initiate negotiations on the minimums. If they do not, union organizations can initiate negotiations within the following 15 days.
This mechanism has not been sufficient to correct the gap. For the affected employees, the practical consequence is simple: the actual salary received exceeds the theoretical amount of the grid, but the progression of seniority remains calculated based on the conventional coefficients. An employee can therefore remain “stuck” at the SMIC for several years before their coefficient catches up with the level of the legal minimum.
Ségur Bonus and Special Allowances in the Medical-Social Sector
Beyond the indexed salary, remuneration in CCN 66 includes supplements.
The Ségur bonus, resulting from the Ségur de la santé agreements, concerns a portion of employees in the medical-social sector. Its amount and conditions of attribution vary according to the type of establishment and the funder (ARS, departmental council). Not all employees covered by CCN 66 have access to it, creating disparities within the same agreement.
Special allowances (night work, Sundays, public holidays) are added to the base salary. Their calculation is based on percentages applied to the employee’s coefficient, rather than fixed amounts.
- The night work allowance is calculated as a percentage of the indexed salary, not as a flat hourly rate
- The allowance for work on Sundays and public holidays follows the same proportional calculation principle
- Compensatory allowances for service travel are provided for by the agreement but are subject to justification
An employee comparing their net salary with that of a colleague in the same position at another establishment must therefore check three elements: the applied point value, eligibility for the Ségur bonus, and the special allowances actually paid.
The grid of agreement 66 remains an essential reading tool for any employee in the non-profit private social and medical-social sector. The coefficient multiplied by the point value gives the conventional gross, but the salary actually received also depends on the applicable SMIC, bonuses, and allowances. Keeping an eye on SMIC revaluations and branch negotiations allows one to anticipate the evolution of their remuneration rather than just endure it.