A salary review is an overhaul of salaries. As an employer bound by collective agreements, Lund University has an obligation to conduct recurrent salary reviews. The date for the reviews is decided in negotiations between the employer and the employee organisations.
Salary negotiations have resumed
On 1 September 2021 the employer (Lund University) and the local union organisations resumed negotiations regarding the implementation of the salary review.
Among other things, the negotiations are to establish the timing of the salary review and how such a review is to be carried out, taking into consideration the agreements signed at the central level between the Swedish Agency for Government Employers and the respective union organisations. The local parties at Lund University have thus far been unable to agree on such a negotiated solution but, in order to reach an agreement soon, the parties will now start to meet more often and negotiate.
To sum up, there are thus no agreements at present between the local parties at the University on when the salary review will take place or when new salaries will be paid to the University’s employees.
The salary review begins with a negotiation conducted for the whole University, between the University’s negotiators in the HR division and representatives of the employee organisations.
The starting point in the negotiations is based on overarching decisions, guidelines and policies from the University management but also on views from the various faculties. These are weighed against the views and claims of the employee organisations.
The negotiations result in local agreements, in the form of negotiation plans, that establish the duration of the agreement, the date for the salary review, special initiatives, etc. Reviews are usually conducted annually.
- For employees who are members of OFR/S and Seko, the salary review is conducted through negotiation between the employer and each employee organisation.
- For employees who are members of Saco-S, the salary review is done through salary-setting appraisals.
- For employees who are not members of any agreement-bound employee organisation, the employer decides on the new salary.
This is how it works
Staff appraisal and individual planning
You and your manager are to have an annual staff appraisal. Your manager is to summon you to this meeting in good time.
During the staff appraisal, which is to address the entire work situation, you and your manager are to set up an individual plan which is documented in writing and signed by both of you. This plan is to state what is expected from each party and what you, as an employee, can do to affect your salary.
Follow-up of the staff appraisal
You and your manager are to continuously follow up what was discussed in the staff appraisal. You are to focus on the content of the work, the achievement of goals based on the staff appraisal and the quality of the work. Both parties’ views are to be expressed.
For those of you who are members of OFR/S or Seko, the staff appraisal is followed up with an offer of a salary appraisal.
For those of you who are members of Saco-S, a dialogue is held about your new salary in the form of a salary-setting appraisal between you and your manager.
OFR/S and SEKO
If you are a member of OFR/S or Seko, you are offered a justification of your new salary in an appraisal with your manager.
Those who are not union members
If you are not a member of any agreement-bound employee organisation at Lund University, a dialogue is held about your new salary in the form of a salary-setting appraisal between you and your manager.
Your primary contact is your line manager.
University-wide information is also available in English, in the Salary review blog.
If you are member of the union you may also receive regular information from your employee organisation.