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Salary-setting factors

Here you can find out about the university's salary-setting factors.

Content on this page: 

Salary-setting is to be results-based, which means that it is influenced by your results and their significance for the University. Salary-setting is also to be based on the individual – making it worthwhile for employees to improve their performance and develop in their work. 

Many workplaces use criteria for salary-setting. At Lund University, we use salary-setting factors instead. 

General factors

We have four general factors which affect salary levels:

  • The level of difficulty and responsibility of the position.
  • The individual’s skill level.
  • The individual’s impact on the operative result.
  • Market sensitivity.

These factors apply to all employees. There are also factors which specifically affect salary levels for teaching staff, technical and administrative staff and doctoral students. 

On this page, you can find out more about what these factors are and how they affect you as an employee.

Specific salary-setting factors for teaching staff

Research or artistic expertise

The degree of research or artistic expertise or other professional expertise which is significant to the subject and work duties of the position:

  • Current personal research activities
  • Ability to develop, lead and conduct high quality research
  • Nationally and internationally published works and commissions
  • Ability to supervise doctoral students so that they achieve their PhDs or students on arts programmes reach artistic maturity
  • Assignments as an expert or external reviewer
  • Participation in multidisciplinary activities
  • Ability to maintain and develop subject knowledge through contact with current research
  • Participation in national and international research partnerships
  • Visiting research and teaching assignments at other higher education institutions in Sweden and abroad
  • Membership in national and international research bodies

Teaching expertise

The degree of teaching expertise with reference to:

  • The ability to implement, develop and lead education of high quality
  • The ability to convey enthusiasm and interest in the subject
  • The ability to activate students’ own learning processes
  • The ability to take a holistic view and to aid renewal through different forms of teaching and assessment
  • Development of teaching material.
  • Academic leadership skills and other personal abilities which are significant in the successful performance of work duties

Leadership ability

Leadership of operations and staff:

  • Organisation and leadership of research projects and research teams
  • Management duties or assignments in bodies within higher education
  • Active participation in quality enhancement work
  • Participation in department-wide development work
  • Ability to collaborate with wider society and to inform the general public about research and development work
  • Ability to attract external research grants or commissioned education contracts to the organisation

Specific salary-setting factors for technical and administrative staff

Professional expertise

Professional expertise:

  • Broad and current knowledge within the employee’s own professional field
  • Specialist knowledge within the employee’s own professional field

Assumption of responsibility

Assumption of responsibility, for operational results and personal development, for example:

  • Work on difficult and complex work duties
  • Professional development within the employee’s own field of work

Leadership abilities/other personal abilities

Ability as a leader and other personal abilities significant to the successful performance of work duties:

  • Staff and operations management
  • Management duties or assignments in bodies within higher education
  • Development of quality enhancement work such as IT applications, internationalisation efforts and gender equality work
  • Participation in department-wide development areas

Capacity for initiative and innovation

Ability to cooperate

Specific salary-setting for doctoral students

A special salary-setting system applies to doctoral students. As a newly employed doctoral student, you are normally assigned the entry salary established by the faculty. Your salary is increased in stages as you complete the various levels in the research studies programme, according to a progression established for each faculty.

Contact your faculty if you have questions about what applies to you as a doctoral student.

Local agreement on salary-setting for doctoral students, in Swedish (PDF, 33 kB, new tab)


Contact your line manager or the HR function at your organisational unit if you have any questions concerning employment or your organisational unit’s procedures for HR matters.