Salary criteria

Salary setting

It's easy to get caught up in comparisons of the salary increase in percent, but fair salary is not about how many percent you got in the latest salary revision. The basic idea is that salary setting should be based on:

1. What tasks you have,
2. how well you perform your work,
   and
3. the market.

For more information about what factors need to be taken into account when setting salary, see the video on the right salary below. Note that the video is in Swedish, however English subtitles are available.

Work tasks

If you get more advanced tasks and or more responsibility for the business, and also perform them well, it is an argument for a higher salary. The reverse also happens from time to time - that you get less advanced tasks or responsibility. In those cases, we have an agreement at the University that we will not reduce the salary, however, the salary increases may be more modest during the time when the salary is high in relation to the work tasks.

Assessment areas and salary criteria

It is important to be aware of the difference between the assessment areas and the salary criteria. The assessment areas described are important parts of the employee’s duties that the University Management have decided shall be assessed. The salary criteria are examples and suggestions within each assessment area. The intention is thus not that all proposals for salary criteria within an assessment area necessarily should be used at a department/ division/ equivalent. Instead, the idea is that department/ division/ equivalent may use the suggested salary criteria to create its own development work and to define which salary criteria within an area that should be assessed there. Guidance material for examples of salary criteria for each assessment area is available from the Assessment areas and salary criteria page on the staff gateway. This material also includes level descriptions that can be used as tools in the assessment and a suggested form for documentation of the salary dialogue.

Assessment areas for researching and teaching staff

Six assessment areas should be considered when assessing researching and teaching staff. All assessment areas have been formed focusing on performance and are also formed based on areas, for example “performance in research”. Each separate assessment area contains suggestions and examples of salary criteria, i.e. suggestions of different types of performances within each area. The six assessment areas are:

• Work performance that has contributed to the University’s activity in its entirety
• Work performance that has contributed to a good work and study environment
• Work performance in research (including supervision of doctoral students and administration connected with the research)
• Work performance in teaching (including teaching in third-cycle programmes and administration connected with the teaching)
• Work performance in collaboration and interaction with the wider community
• Work performance of management and/or administrative assignments

Assessment areas for technical and administrative staff (TA-staff)

Four assessment areas should be considered when assessing technical and administrative staff. All assessment areas have been formed focusing on performance. Each separate assessment area contains suggestions and examples of salary criteria, i.e. suggestions of different types of performances within each area. The four assessment areas are:

• Work performance that has contributed to providing good support for the activity
• Work performance that has contributed to the University’s activity in its entirety
• Work performance that has contributed to a good work and study environment
• Work performance of management and/or administrative assignments