Salary policy and salary criteria
Mid Sweden University's salary criteria and salary policy are based on the common salary principles in the central collective agreements, Section 5 of RALS/RALS-T.
Based on these common salary principles, Mid Sweden University, in collaboration with the trade unions, has a number of decided salary criteria. Mid Sweden University's salary criteria apply to all employees.
- Individual criteria are about how an employee performs at work and how the employee contributes to the achievement of the business's goals.
- Position-related criteria are about how much responsibility an individual has and the degree of difficulty of the work.
- Market-related criteria refer to competition in the labour market and the employee's exposure to competition, i.e. the labour market's valuation of a certain competence.
Education, age and experience of certain tasks are factors that most often affect responsibility and difficulty, as well as results and skills. In salary reviews, results and skills are valued and not education, age and experience per se.
Mid Sweden University's salary policy
Mid Sweden University's decided salary criteria
Who is included in the salary review
The employer has agreed with the trade unions that the following should be taken into account with regard to who is included in the salary review.
- Parental leave and sick leave are included in the salary review and must be paid corresponding to the performance at work. If you are on parental leave or sick leave, you must be offered a salary review and a salary-setting discussion if you are a member of SACO-S.
- New employees with a start date from 1 June are normally not included in the upcoming salary review. At the time of employment, the salary setting must take into account the salary level of the upcoming audit.
- Employees who are on full leave at the time of the audit are not covered by the salary review. In the event of a return to work, a new salary review can be made if the employee has missed one or more audits.