Funds for adaption

0,3% of the salary amount is allocated as funds for adaption by KI. The funds allocated will, through proactive restructuring measures and activities, support both the development of the business and the employees based on the line of work and a longer working life.

The parties in the government sector have agreed that the employer shall set aside 0,3 % of the wage sum for active adjustment work. The purpose of the local adjustment funds is to, based on the needs of the organization, contribute to the financing of long-term local adjustment work. Through proactive restructuring measures and activities, this work must support the development of both the organization and the employees based on the line of work and a longer working life.

At KI, the employer, together with the trade union parties, has signed a local collective agreement on adjustment funds. The parties common starting point is long-term, proactive adjustment work based on the organizations needs and changes in skills, organization, changed number of employees or needs for different forms of employment. Both individual and collective needs for adjustment must be taken into account when applying the agreement.

Today, adjustment funds are used as financial support for the following initiatives:

  • Internship for PhD students who has a temporary employment at KI through KI Career Service
  • Program for individual career planning and career change
  • Adaption at KI or individual agreements to prevent redundancy
  • Proactive efforts prior to organizational change, e.g. group operations
  • Government network for increased mobility
  • Partial retirement
  • Individual competence development e.g. Swedish courses

Other initiatives based on the purpose of the adjustment agreement may also be relevant.

A decision is required to take part in the adjustment funds. Some decisions can be made directly by the employer based on practice, but some decisions are made together with the union parties. For more information on adjustment funds, please contact the departments contact person at the negotiating unit.

Distribution of funds for adaption to the departments

In connection with the signing of KI's collaboration agreement "Sustainable collaboration and participation for the future", the parties agreed to make various investments for a sustainable everyday life. The three cornerstones of the initiative are collaboration, funds for adaption and the Social Partners’ Council initiative "Sustainable working life". In order for the managers to have an increased opportunity to make investments for a sustainable everyday life within the guidelines of the adjustment agreement, funds for adaption have been distributed to the departments.

Funds for adaption can be used for group activities or for individual measures. They do not need to be distributed per person, unit or similar, but should be used where the department's needs exist.

What can funds for adaption be used for?

The central agreement means that funds for adaption through proactive adaption measures and activities must support both the business's and the employees' development based on the line of work and a longer working life. It can, for example, consist of measures that increase or maintain the employee's employability or increase the conditions in general for a longer working life. Business changes can, for example, mean a need for changed or new skills, new forms of organization or a changed number of employees in the business.

Funds for adaption must be used in long-term, proactive adjustment work based on the business's needs and changes in skills, organization, changed number of employees or needs for different forms of employment. Both individual and collective needs for adjustment must be taken into account when applying the agreement. However, this agreement does not replace the employer's far-reaching responsibility for skills development and rehabilitation.

If you see a need for activities that fall within the framework of the agreement, please contact HR or AC at your department for further dialogue.

Åsa Agréus

HR-specialist
UF Central Administration

Carolina Ström

HR-specialist
UF Central Administration

Jenny Wärnlund

HR-specialist
UF Central Administration