Determine the employee´s new salary
Wage review are carried out either through pay-setting conversation or traditional negotiation, depending on the union membership you have as an employee.
Wage review are carried out either through:
- Pay setting conversation (for SACO members) — between manager and employee
- Traditional negotiation (OFR) — between the Authority’s negotiating officers and trade unions
Pay-setting conversation — dialogue between manager and employee
What is pay-setting conversation?
Pay-setting conversation is a dialogue between manager and employee were the new salary is determined directly in the conversation, rather than in negotiation between the employer and the union. The salary-setting manager and the employee have a dialogue about the employee’s work and salary, based on the assignments/objectives and on the basis of Mid Sweden University’s salary criteria.
The manager and the employee have a responsibility to create the conditions for and to contribute to pay-setting conversations.
Here’s how it’s done:
- Manager and employee have wage conversation (dialogue 1)
- The purpose of the wage conversation is that employees and pay-setting manager together rely on the salary criteria and have a dialogue on how the work has gone over the past year, evaluate performance and provide and receive feedback. In this conversation, the Performance review is followed up.
- The purpose of the wage conversation is that employees and pay-setting manager together rely on the salary criteria and have a dialogue on how the work has gone over the past year, evaluate performance and provide and receive feedback. In this conversation, the Performance review is followed up.
- The manager and the employee have dialogue about the employee’s new salary (dialogue 2)
- a brief conversation where the pay-setting manager makes proposals for a new salary.
- not a negotiation, it is a dialogue.
- the pay-setting manager clarifies the relationship between performance and new salary. The goal is for the employee to understand on what basis the new salary is set.
- employee and manager sign an agreement on a new salary.
- the possibility of a reflection period, if desired, before an agreement on new remuneration is signed. If, after a reflection period, the employee does not agree with the pay-setting manager, the parties encourage to another conversation to reach an agreement.
- unless the employee and the manager do not agree, the salary will be determined in negotiation between the Authority’s negotiating officers and the trade union.
- the dialogue between manager and employee on the basis of the salary setting of the employee, in order to ensure wage setting in accordance with current salary criteria.
In cases where the employee for no valid reason fails to attend the pay-setting conversation even though the manager has called for a conversation in good time, the manager decides on a new salary.
New salary will be paid when all pay-setting conversations and disagreement negotiations are completed.
Traditional negotiation — between the employer’s representatives and trade union negotiating officers
- Manager and employee have wage conversation.
- HR communicates the manager’s salary offers to ST’s negotiating officers.
- HR and negotiating officers are going through and have a dialogue about the new salary proposals.
Salaries are established and negotiation agreement are signed.
Create conditions for pay-setting conversation
- The manager and employee have a responsibility to create the conditions for and to contribute to pay-setting conversations.
- In cases where the employee for no valid reason fails to attend the salary-setting conversation even though the manager has called for a call in good time, the manager decides on a new salary.
- Salary-setting manager and employees are well prepared
- With mutual respect and openness, there is a dialogue about the employee’s duties, performance where both salary-setting manager and employee motivate their assessments of performance and performance, individual goals, goals linked to the employee conversation, and expectations for salary and salary development.
- Both manager and employee take responsibility for processing what has emerged in the conversation and are open for continued dialogue
Absent employee
- Employees that are on full time leave at the time of the audit (not applicable to parental leave and sick leave) is not included in the wage review. In case of return to work, the employees salary will be reviewed if it has not been included in a review.
- Parental leave and sick leave shall be offered to pay talks and pay-setting conversations.
- Employees are paid in proportion to their expected performance if they have been in work.