Salary setting
Salary setting should be based on the salary policy established for the university through the salary policy programme and on a dialogue between you as a manager and your employees.
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The aim of your salary setting should be to set the salary based on the performance of your employees and to be able to justify the salary based on the common salary determinants.
Your salary setting of your employees should be based on the salary policy established for the university in the salary policy programme and on a dialogue between you and the employee.
Read more about the salary policy programme and salary influencing factors.
Individual salary setting
Salary setting must be individual, differentiated and free from discrimination.
Individual salary setting is based on you as a manager being able to show that the responsibility and difficulty of the work, as well as the individual's results and skills, form the basis for differences in salary.
Individual salary setting is one of the most important personnel policy instruments for stimulating employees to perform well - both qualitatively and quantitatively.
However, pay is only one of several means of stimulating good work performance. Interesting work tasks, skills development and development opportunities at work, flexible working hours, a good working environment and management, and responsibility and independence at work are examples of other personnel policy factors that individuals value highly.
Public salaries
In the public sector, decisions on employees' salaries are public documents and anyone can request access to them. It is also common for colleagues' salaries to be known by other employees.
Even if, as a manager, you are asked why others have higher salaries, you should avoid entering into discussions about comparing the salaries of individuals. The individual salary should be justified based on the university's salary policy and the individual's situation. How you as a manager have assessed other employees should not be the subject of discussion between you and the employees.
Salary for new employees
In the case of new recruitment, the salary policy programme and its factors affecting salary must be applied.
The university must be able to offer competitive salaries without paying a higher salary than what is needed to recruit the desired competence.
The salary is decided by the salary-setting manager after consultation according to the delegation scheme at your faculty/equivalent, and after dialogue with the person to be employed. The exception is professors, whose salary is decided by the vice-chancellor after a proposal from the dean and after dialogue with the person to be employed.
The trade unions must be informed of the salary setting and have the opportunity to request negotiations within ten working days. This information is provided by HR when the employment decision is finalised.
Read more about changing salary on occasions other than salary review