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.
Joint information concerning salary review
Negotiations on salary review are still ongoing. Unfortunately, we observe that they have now gone on for so long that the conditions are no longer present to conduct salary-setting appraisals (Saco) or collective agreement negotiations (OFR/Seko) before the summer.
However, the parties’ joint ambition is to complete the preparatory work before the summer. The delay does not entail that the implementation of follow-up appraisals (Saco) or salary appraisals (OFR/Seko) will cease. The starting point is also that staff appraisals are to be completed by midyear.
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.