Salary-setting negotiations at the university
The conditions for local salary negotiations are regulated by the central agreement between Saco-S and the Swedish Agency for Government Employers, and salary-setting negotiations are now the model of state employment. The University of Borås introduced salary-setting negotiations at the Professional Services in 2016. Last year, it was also used for parts of the Faculty of Caring Science, Work Life and Social Welfare, the Vice-Chancellor’s Executive Office, and Research and Innovation. As of this year, all employees at the university that either are members of Saco-S or unorganised will have salary-setting negotiations.
“It’s important that a salary-setting negotiation is preceded by a performance review, as these are two are connected in order to make the salary-setting negotiation as good as possible”, says Birgitta Alfraeus, Director of HR.
As before, the union will play an important role in the wage formation and review process. However:
“Salary-setting negotiations means that the union’s role in supporting individual members will get a slightly different focus”, explains Carina Theen who represents Saco-S.
For the time being, salary dialogues will continue to apply for OFR members.
If you have any questions about salary-setting negotiations, salary dialogues, or performance reviews, please contact your local union representative or HR.
A salary-setting negotiation is a dialogue between manager and employee about the employee’s performances and results in relation to the duties and the goals that were set at the performance review. The idea behind salary-setting negotiations is that the discussion of the employee’s performance and salary is between manager and employee, without the traditional union negotiation, before the manager decides on the new salary level. A clear dialogue between manager and employee gives better conditions for ensuring that the connection between the employee’s performance and salary becomes clear.
All employees will be invited to information meetings about salary-setting negotiation after the summer.
Salary dialogue is the model that the university has applied for many years and which continues to apply for members of OFR/ST and OFR/LF.
During the salary dialogue, the manager and the employee discuss the employee’s performance during the past year, based on the employee’s duties and the goals that were set at the performance review. After the salary dialogue, the manager draws up a proposal of the employee’s new salary, which is then negotiated between employer and the local union.
Performance reviews should be conducted during January-March. Performance reviews take place between manager and employee. A performance review should be prospective, with a focus on staff and business development and result in an individual development plan. The employees should then work towards their goals in the coming year.
During the fall, all employees will either have a salary-setting negotiation or a salary dialogue with their manager, which are both based on the performance review.
Photo: Anna Sigge
Translation: Linda Lindstedt