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3 Employ – salary setting, decision to appoint, appeals and introductions

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Salary setting

The department’s salary proposal is often submitted by the salary-setting manager, according to the faculty’s delegation rules. Follow the procedures at the faculty. Salaries should NOT be promised before they are approved by the manager/equivalent and the faculty/equivalent in accordance with the relevant procedures.

In the process of setting salaries, the following must be taken into consideration:

  • the difficulty and level of responsibility of the position
  • the individual’s personal expertise
  • the individual’s importance for the organisation’s results
  • the salary levels at the department/area/LU
  • sensitivity to the market (or if relevant, competitiveness)

HR must ensure that the University and the faculty’s particular salary criteria are applied in all salary setting for new appointments. If the proposed salary differs from the normal salary span, the proposal must be supported by the faculty management. Information on salary setting given to employee organisations is handled by the HR officer through the recruitment system.

Read more about salary setting here

Decision to appoint

It is important to know that verbal agreements are binding. Therefore, the person making the offer of employment to a candidate must have checked with the academic appointments board and the faculty before any final promise of employment and salary is given to the candidate.

Decisions to appoint are usually handled by the HR officer in consultation with the recruiting manager and the HR officer for the academic appointments board. Follow the instructions given by the academic appointments board HR officer. If the University’s Vice-Chancellor is to sign the decision, this HR officer is responsible for presenting the matter at the meeting with the Vice-Chancellor.

Feedback for applicants

It is important that unsuccessful candidates applying for a position at Lund University also receive a positive impression of the University as a place to work. They might apply again, or know someone else who might be attractive for the University in the future.

Therefore, all candidates who have been interviewed at Lund University should receive verbal feedback as soon as possible as to why they have not proceeded further in the process. Candidates who have not been interviewed should be notified by an HR officer via the recruitment system.

Opportunity to appeal a decision to appoint

It is possible to appeal a decision to appoint made by a public authority. Only candidates who have applied but have not been offered the position can appeal against a decision. It is therefore important that the recruitment process is conducted with a clear person specification and documented selection and interview management. Candidates have three weeks to appeal from the date the decision is posted on the University notice board at Byrålogen.

Introductions are the foundation for a positive start to an appointment

The first impressions you get as a new employee can be crucial for your future work and relationships with colleagues. A good introduction to your new workplace creates a sense of well-being and belonging. This allows a new employee to settle in quickly, which benefits the organisation both socially and financially.

HR is good at supporting managers in the introduction process. A good starting point is to select someone to be responsible for introductions, make a schedule and timetable meetings with key functions and colleagues well in advance.

The manager or an HR officer may want to go through the terms of employment, obligations and rights with the new employee. More information on introductions is available on the HR website and most organisations at the University have produced their own introduction materials.

Go to the webpage about introductions

You can also find useful information on the Staff Pages. 

For new employees (Staff Pages)

Follow-up appraisal

As each recruitment is a major investment of time, effort and resources, it is a good idea to follow up within a period of three to six months to see if the new employee has had an opportunity to settle into the organisation and do productive work. Determine what training might be needed to facilitate the process of settling into the tasks. It is important to be sensitive to the employee’s needs.

Template for follow-up appraisals (Word 79 kB, new window)

A recruitment can be terminated

There may be various reasons why it becomes impossible to complete a recruitment, for example if there are no qualified applicants, or if the only qualified candidate declines the position.

In order to terminate a recruitment, the matter must first be negotiated according to the Swedish Employment Co-Determination in the Workplace Act. Discuss the issue with your HR officer for support with these negotiations. Subsequently, the dean or the Vice-Chancellor of the University (in the case of the recruitment of a professor) may decide to discontinue the recruitment.

Contact the HR officer for your academic appointments board for information on who is authorised to make that decision. A decision of this kind is not subject to appeal.

Page manager: webbansvarig [at] hr [dot] lu [dot] se | 10 Feb 2023