A salary review is an overhaul of salaries. When and how salaries are to be reviewed is established by the University’s central framework agreement on salaries (RALS).
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. Reviews are usually conducted annually.
- For employees who are members of Seko and OFR/S, 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.
Negotiations at various levels
Salary review takes place through negotiations at various levels.
First, a negotiation is 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 that establish the duration of the agreement, the date for the salary review, special initiatives, etc.
The salary review is conducted in three stages
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.
Before the salary appraisal, your manager is to provide feedback on their assessment of your work performance.
On the basis of the dialogue that has taken place in the stage above, your manager is to communicate and justify your new salary in the salary review. Both positive and less positive salary developments are to be justifiable.
For members of Saco-S, this dialogue takes place between the manager and the employee in the salary-setting appraisal. Where necessary, it is also possible to organise what is known as a reinforced appraisal, which means that you and your manager meet again together with a representative of Saco-S and HR. The aim is to reach a consensus on the process and where necessary help the parties, manager and employee, to have a better dialogue. The aim is not to change the salary that has been communicated by the salary-setting manager, but is governed by the parties’ desire for a more constructive dialogue. A reinforced appraisal is thereby not to be used as an attempt to influence salary-setting.
If you are a member of OFR/s or Seko, you are offered the opportunity for justification after salary negotiations have been conducted with the relevant association.
If you are not a member of any employee organisation, you are offered a justification of your new salary in an appraisal with your manager.