Industry "marks the spot"
Some time ago, this year's negotiations between the parties in the competitive industry were finalised. The result of these negotiations is usually called the "mark" and often constitutes the starting point for the year's wage movement for other sectors.
This year, the "mark" for the competitive industry ended up in a two-year agreement with room for 4.1 per cent in the first year and 3.3 per cent in the second year. Some of the scope includes provisions for flexpension and increases in the agreement's lowest wages, which means that the scope for wage increases is somewhat smaller than the stated percentages.
Central government organisations are negotiating
Central negotiations are currently underway within central government between the Swedish Agency for Government Employers and central employee organisations. The parties will exchange demands at the end of June and negotiations will then resume after the summer.
Central agreements for OFR and Seko are expected to be in place on 1 October. Saco-S has an indefinite agreement, which means that there are already local conditions at Lund University for planning the implementation of a salary review in the autumn.
Local dialogues at LU during the summer
At LU, faculty dialogues are currently underway between the local representatives of the employee organisations and representatives from faculty management, the HR division and the HR function of the faculties. The aim is to analyse and report needs, in both the short and long term, linked to wage formation.
In June, the HR division also initiates a dialogue with the employee organisations on new negotiation arrangements, which among other things determine the agreement period, the timing of salary increases and specific commitments in the upcoming salary review. The dialogue will resume after the summer and as the negotiation situation at central level becomes clearer.
Then the pay review starts at LU
When the central agreements for state activities are ready, and LU and the local employee organisations have agreed on the conditions for this year's salary review, the practical salary review work begins.
Assessing the year's performance and results
Managers must assess their employees' performance and results during the past year and submit proposals for new salaries. The proposals must be based on the university's salary policy and overall decisions from the university's management, and on what the manager and employee have agreed in the year's staff appraisal.
Follow up on performance reviews
In order to be able to assess each employee's performance and results when it is time for a salary review, it is important for managers to continuously follow up on what they have agreed with their employees in the staff appraisals.
Employees shall be offered a follow-up interview before the salary review (for OFR/S and Seko this is agreed in the current negotiation regulations), to discuss the year's performance and results. This interview will be offered during September and early October depending on the planning of the faculty/equivalent.
More information about the continued process of salary setting dialogue, or traditional negotiations, will be communicated after the summer when the conditions are clear.
More information about the salary review
For employees, there is more information: Salary review | Staff Pages