Salary policy and salary criteria

There are a number of salary criteria that have been determined and that may vary over time. Mid Sweden University has salary criteria that apply to everyone.

The following factors affect a person's salary:

• Individual criteria involve an employee's work performance and how the person contributes 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.

Education, age and experience in certain assignments 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 training, age or experience in themselves.

• Mid Sweden University's salary policy
• Mid Sweden University's salary criteria

Common salary principles

New employees who start on or after 1 of June will have their salaries adjusted to the level of pay set at the following review. This means that they are not included in the review that begins on 1 of October of the same year that the employee is appointed.

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.