Salary policy programme and factors influencing salaries

Content on the page:

• Salary formation 
• Responsibility for pay policy 
• Wage policy objectives 
• Overall factors influencing pay 
• Wage formation

Salary formation 

At Lund University, we have great opportunities to develop salary formation locally to suit our conditions and operational needs.

However, we have to take into account certain socio-economic considerations that affect how salary formation at the university looks from year to year: the salary increase levels set out in central agreements, framework grant compensation and the government salary policy that government agencies as employers should not be wage leaders.

How local salary formation works is set out in Lund University's wage policy programme, which can be downloaded in the right-hand column.

Salary policy responsibility

The fundamental purpose of the salary policy is to help the university achieve its goals. Motivated, committed and skilled employees are a prerequisite for high quality in the University's activities. Therefore, the university must be a workplace where people thrive and are offered opportunities to develop their potential, and where employees' desire for personal development and personal responsibility is stimulated.

The Vice-Chancellor is responsible for salary formation and for the implementation of the salary policy. Managers at all levels are responsible for ensuring that the salary policy and the intentions of the strategic plan and other policy documents are put into practice and recognised by staff.

The assessment criteria for setting individual salaries promote a goal-oriented, transparent and clear salary setting for the University's staff.

Salary policy objectives

The University's pay policy aims to

• Salary setting shall be individual and differentiated and independent of gender and ethnicity.
• Salary setting shall be used to encourage employees to perform well and take responsibility. It should also lead to the university being able to recruit and retain the staff needed to maintain a high standard of operations and to run the organisation efficiently.
• Salaries shall be performance-oriented so that they are influenced by the results achieved by the individual and their importance to the university.
• In addition, salary should be personalised to reward better performance and professional development.
• Market sensitivity in different areas should be taken into account.
• The salary policy must be known and anchored within the university.

Overall salary influencing factors

Salaries should be performance-orientated, so that they are influenced by the individual's performance and its importance to the University.

• The degree of difficulty and responsibility of the post.
• The personal skills of the individual.
• The importance of the individual to the performance of the organisation market sensitivity.

There are specific salary drivers for teachers and technical/administrative staff.

Read more about salary setting factors for teachers and for technical and administrative staff, on the Staff pages.