Setting of salary

Last changed: 29 August 2022
calculator and coins, photo

When you are employed by SLU, your salary is set based on the complexity of the tasks, competency requirements and problem-solving capabilities as well as responsibility, authority and degree of independence. During the salary review, your salary is primarily set based on your performance in relation to the operation’s objectives.

When is your salary changed?                      

Salary is usually re-examined during the local salary review. Salary reviews take place every year, normally during autumn. During the salary review, your salary is primarily set based on your performance in relation to the operation’s objectives. Your performance is evaluated using SLU’s salery criteria.

The size of the salary increase depends to a large part on what the central agreements between the social partners look like. It also depends on the university budget. The salary reviewing process at SLU is a yearly occurrence and is carried out in two different ways. The salary of an employee is reviewed either through a process called salary setting dialogue applies to members of the Saco-union, employees who are not members of a trade union and those members of OFR/ST who so wish or through traditional salary negotiations applies to members of and Seko and members of OFR/ST who prefer that their salary be decided through traditional negotiations.

Salary-setting dialogue (Saco, OFR/ST and non-union members)

The salary-setting dialogue is a model where the manager and the employee agree, through dialogue, on the new salary. The manager and the employee meet twice to discuss the employee’s tasks, development, performance and results in relation to set objectives. At the second dialogue the discussion is concluded and the manager presents the proposed new salary. At this meeting, an agreement on the new salary is signed. The manager and the employee both sign and the agreement is directly applicable.   

Traditional negotiations (OFR/ST and Seko)

Negotiations take place between the employer (Division of Human Resources and managers, i.e. head of department/equivalent) and OFR/ST and Seko respectively. To prepare for the negotiations, managers carry out salary appraisals with all their staff. Each manager then submits a proposal for new salaries for their staff to OFR/ST and Seko respectively; the two unions submit opinions on these proposals. This is followed by traditional salary negotiations to agree on new salaries. When negotiations have concluded, they are summarised in a collective bargaining agreement and managers inform their staff of the result.

Pay review agreement dates

The date an agreement was signed is used by the Swedish Social Insurance Agency for calculating the income qualifying for sickness cash benefit.

2021 salary review

Agreement                                   

Date

Doctoral students

1 October 2021

Saco-S

1 October 2021

OFR(ST)

1 October 2021

Seko

1 October 2021

Pay review for doctoral students

If you are employed as a doctoral student, your pay will be adjusted in accordance with the doctoral student salary agreement.

Increases in pay in addition to the salary review

Your salary may also increase if you are promoted or e.g. admitted as a docent, if you change jobs and your new job involves more advanced tasks, or because of other special circumstances. 


Contact

HR-specialists
HR Unit, Division of Human Resources