Principles for salary level setting
According to the central state salary agreement (RALS-T), all salaries will be individual and differentiated and their level established according to certain basic factors:
- The degree of difficulty of working tasks
- Skill levels and results
Salary levels must also be set so as to enable the recruitment and retention of suitable employees and to motivate and develop them in the short and long term. Salary level setting must be an instrument to ensure this and must stimulate commitment to, and development within, the work situation.
For part-time employees, remember that your salary does not necessarily have to be the equivalent percentage of a full-time salary. Perhaps you have been employed to carry out extremely special, qualified working tasks? In that case a higher salary may be justified.
The local labour market parties, i.e. the Saco-S section at your university and the university where you are employed will come to a joint agreement on how the salary principles above are to be applied to operations. Your local representative can provide you with information on the situation at your university. You should also study your employer’s salary policy and consider your qualifications and competence in relationship to it.
For teachers and researchers (and also doctoral candidates in relevant parts, especially in connection with discussions on salary levels outside the doctoral candidate ladder when a new employee), special factors that affect salary levels may include:
Factors relating to teaching/pedagogical skills
- Pedagogical training
- Pedagogical development activities and production of teaching material
- Ability to carry out high-quality teaching
- Evaluations by students
Make sure you collect together all your relevant documentation in a “pedagogical portfolio” on a continuous basis.
Factors related to research/supervision of doctoral candidates
- Published works
- Ability to obtain external research grants
- Ability to lead research
- Supervision of doctoral candidates
- Research cooperation
- Referee and expert knowledge
- Ability to manage and develop personnel
- Involvement in boards, committees etc.
- Leadership of research projects etc.
- Ability to collaborate with society, for example through popular scientific publications etc.
For employees who are not teachers/researchers, the general salary criteria apply. Often these are given in more detail in the employer’s salary policy.