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SalaryCriteria

Salary Criteria (Chalmers)

The formal salary setting criteria agreed with the unions are described below. I have only kept the part for researchers and teachers (and cut out the part for administrative and technical support).

Source:


For salary reviews based on the local agreements for SACO, Fackförbundet ST and SEKO, the criteria in this document should be used. The criteria are not listed in order of priority.

In the setting of salaries, different dimensions will be prominent, and depending on the types of tasks, they will be of different importance. The salary should be based on objective factors built on criteria that are based on the employees' contribution to business and operational development. It is important that it is the actual work tasks and how they are performed that is evaluated.

It is important to know and understand the difference between salary reviews and performance appraisals. Performance appraisals are mandatory, annual talks between managers and employees, which both follow-up and look forwards. The salary review monitors and evaluates the employee's performance since the last salary review.

  • Employees should, during the period, have shown good results in relation to the goals. Particularly quality and efficiency aspects should be considered.
    • Participates actively in research and research education and contributes to the dissemination of the results both nationally and internationally. Develops and holds courses based on a high and up to date set of skills and a method of teaching which stimulates learning, but is resource efficient.
  • Employees should, based on the conditions that the job allows, have helped to generate revenue or reduce costs.
    • Actively works to increase the resource base e.g. through external grants. Seeks more efficient methods, examines critically both their own activities and parent structures. Participates actively in the improvement efforts in order to increase resource efficiency.
  • Employees should have demonstrated commitment, responsibility and ability to cooperate with others.
    • Shows willingness and ability to create opportunities for, encourage and support cross-border cooperation (both internally at Chalmers and externally) in research, graduate education and undergraduate education. Has the ability to identify resource-efficient solutions where structures and limits preclude cooperation.
    • Shows commitment to Chalmers’ common concern, like working groups, process studies, trade union activities and working environment representatives, etc. Has experience of and commitment to gender equality, and building and leading mixed environments
    • Shows willingness and ability to spontaneously take responsibility for tasks. Shows good social skills and contributes to a good working environment. Takes initiatives and strives to continuously improve operations.
  • Employees should have shown a willingness to develop within their profession and to change in order to improve and streamline operations
    • Strives to follow the development of knowledge within the field, and expand the borders of research. Shows willingness to develop the ability to find rational methods that lead to both increased quality and a leaner way of working. Happy to participate in forums where work models and the organisation develop.
  • Employees should have made good efforts to disseminate knowledge to technologists, doctoral students, staff and the surrounding community.
    • Participates actively in the development and operation of undergraduate and graduate education. Works to disseminate information about the University's activities in popular scientific context. Actively seeks cooperation with organisations where our knowledge can be utilised.
  • Leaders (this means all people with influence over other people's actions and development) should have made good efforts to develop a sustainable working life for employees within Chalmers.
    • Builds and develops equal work environments so that both women and men can develop together in a, long-term, stronger and more equal Chalmers.
    • Facilitates collaboration across departments and promotes collaboration for the benefit of long-term initiatives for sustainable development. Creates environments characterised by equality.
    • Works to develop a resource-efficient way of working and opportunities for employees to produce good results, see Chalmers' Leadership Policy, reference number C2009/969.

Reference number C 2012/1536 (replaces C 2011/47 ) Approved December 19, 2012 in conjunction with the union representatives.

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Page last modified on January 02, 2015, at 09:41 AM