Salary revision under way
The local agreements with employee associations have now been signed and we are getting the salary revision under way, by salary review or salary-setting dialogue. What’s the difference? Which one will you have? How can you prepare for your dialogue?
It is LiU’s goal to pay out the new salary, which will include the period since 1 October 2020, in May. This means that you will receive retroactive payment for the period from 1 October 2020 until 30 April 2021.
Those who are subject to salary revision have the right to a salary review or salary-setting dialogue with their immediate manager, depending on the employee association they belong to. There, the work and results for period from 1 October 2019 until 30 September 2020 will be discussed.
“We normally hold salary reviews and salary-setting dialogues separate from employee performance appraisals, but under the current pandemic and the delayed salary revision that it has caused, we are making it possible to hold the employee performance appraisal in association with the salary review or salary-setting dialogue. The salary review and the salary-setting dialogue look backwards, and should be held before the employee performance appraisal, which looks forwards. The two consultations are to be separated with a marked break, so that you know which consultation you are participating in”, says Johan Nyhammar, chief negotiator in the Human Resources Division.
Salary review or salary-setting dialogue
Those who are members of:
- Seko will hold a salary review
- OFR will hold a salary review. Some members may hold a salary-setting dialogue
- Saco-S will hold a salary-setting dialogue. Certain employees in the Department of Behavioural Sciences and Learning, however, are an exception: they will hold a salary review
- Employees who are not members of an employee organisation will hold a salary-setting dialogue.
A salary review is held with your immediate manager, who invites you to the consultation. It will cover your performance and results based on currently valid salary criteria that determine salary, together with the objectives set. Your new salary will not be discussed during the consultation: this takes place in negotiations between your employee association and LiU. When the negotiations are complete, you will be informed of your new salary.
A salary-setting dialogue, to which your manager will invite you, is a dialogue in which you are your manager agree about your new salary. A salary-setting dialogue is similar to a salary review in that it takes as starting point an assessment of your work and your results based on the salary criteria and objectives set. The difference is that you and your manager agree on a new salary during the dialogue. A salary-setting dialogue is not a negotiation, but the dialogue between manager and employee creates a situation in which it is possible to reach consensus on the assessment and new salary.
Members of Saco-S have access to a document with information for both parties that describes important components of a well-functioning dialogue, and how the situation in which you and your manager cannot agree on a new salary is to be managed.
For both forms of consultation, it is important that you are well-prepared, such that the dialogue is as useful as possible. Based on the salary criteria, consider in advance how you have contributed to the objectives of the operational unit. Use the objectives and expectations set out in your employee performance appraisal as a starting point. A useful consultation requires thorough preparation by both manager and employee.
Last updated: 2021-02-22