The essence of the common salary principle in the RALS agreement is that salaries should be individual and differential.

 

 

Salaries should be based on objective grounds, such as responsibility, the difficulty of the work assignments, other requirements that are connected with the duties and the employee's skills and results in relation to operational objectives.

Common principles

There are two key framework agreements for government salaries that we work according to. These two key agreements are signed between the Swedish Agency for Government Employers and the central trade union organisations.

Salary criteria

Mid Sweden University's salary policy is based on the RALS agreement and forms the basis of the local salary structure. Additionally, there are a number of salary criteria that have been determined, which may vary over time. There are a number of general salary criteria at Mid Sweden University that apply to all employees. In addition to the general salary criteria, there are extra criteria for teachers and researchers, as well as for those in management positions who have responsibility over staff.

The following factors affect the individual salary:

  • Individual criteria involve an employee's work performance and how they contribute to achieving the objectives of the organisation
  • Position-related criteria concern the level of responsibility that an individual has and the degree of difficulty involved in the work
  • Market-related criteria involve competition on the job market and how greatly the employee is exposed to competition – that is, the value that the job market places on a certain skill.

Training, age and experience in certain duties are factors that usually affect the level of responsibility and difficulty, as are the results obtained and the person's proficiency. During salary review, results and proficiency are valued rather than education, age and experience in themselves.

Mid Sweden University's approved salary criteria (2020-03-03)(in Swedish)

Salary procedure

Mid Sweden University applies a general salary procedure based on the RALS agreement.

It includes the following steps:

  • Step 1: The employer's representative and representatives of Mid Sweden University's local employee organisations discuss the common salary policy in the RALS agreement and how it can be applied at Mid Sweden University.
  • Step 2: Management at Mid Sweden University, the Division of HR, and heads and representatives of the various employee organisations are involved in the preparatory work. The Divison of HR compiles salary statistics for various roles within Mid Sweden University. The Division of HR and supervisors then discuss these statistics and the salary structure at each department. This overall picture is used as a basis for dialogue and decisions about making changes to Mid Sweden University's salary structure.
  • Step 3: Supervisors discuss salaries with employees according to Mid Sweden University's salary criteria. The salary discussions help supervisors to see where salary changes are needed. Supervisors are then allocated a financial margin for salary adjustments. Salary proposals are managed in Primula. These salary discussions form the basis for traditional salary negotiations conducted by the Division of HR and representatives of the local employee organisations. The new salaries are set during these negotiations. The salaries are paid with retroactivity from 1 October 2018.
  • Step 4: During negotiation, the salary outcome is compared with the chosen targets for changing the salary structure. A discussion also takes place on improving the process for the next review. The employer's representative and local employee organisations both participate in the negotiation.

Salary policy

The aim of the salary policy is to clarify Mid Sweden University's local salary structure and how we view salaries as a way to run an effective organisation.

Salary policy 
(2018-09-18)

Doctoral students

The salary of doctoral students is set according to an applicable salary ladder.

Salary adjustments for certain staff

In order to encourage high quality work, Mid Sweden University rewards degrees in post-graduate studies, educational qualifications and appointments to associate professor.

Salary discussions based on salary criteria

Prior to salary review, all employees are offered a salary discussion with the supervisor who sets the salaries. This discussion is based on the salary criteria and helps to clarify the reasons for a salary being set at a certain level.