Salary revision 2021

In the spring of 2021, it is time for salary review and most of KI`s employees will have a dialog with their manager, a so-called Performance management dialog 2.

Performance management dialog 2 should focus on work performance and results in relation to current salary criteria and to the goals set up in Performance management dialog 1. In the dialog you also get an opportunity to account for your work tasks and your work performance. It is important that both you and your manager are well prepared for the meeting so that the dialog become meaningful.

Employees who are members of Saco-S or unorganized will have a dialog where salary is discussed. The salary is set in the dialog and then paid out when the salary is set for all Saco-S or unorganized employees at the department. For any disagreeable members of Saco-S, the salaries are negotiated separately and paid out when all disagreements are negotiated.

For employees who are members of OFR/S, P, O and SEKO, salary is not to be mentioned in the dialog. Instead, the salary is negotiated between the unions and the employer and is paid out when the salary negotiations are finalized for all members of OFR/S, P, O and SEKO at KI.

Wage compensation at KI is regulated by three central wage agreements between the Swedish Agency for Government Employers and the respective unions, Saco-S, OFR/S, P, O and SEKO.

For all employees, the new salary will apply from 1 April 2021. When the new salary is paid is not determined but it depends on how long the salary revision takes. If the payment is made later than April, it will be paid with retroactive effect from 1 April 2021. The current revision is valid from 1 April 2021 and the next one is valid from 1 October 2022.

What characterizes a good dialog?

Some of the factors that have proven to be important for the managers and co-workers, in order for them to feel that the dialogue meeting was successful, is that the manager:

  • Has created a dialog where the employee has been able to discuss his/her tasks, performance and results and have the opportunity to present his/ her views
  • Has explained and justified their assessments
  • Has clarified how the employee should be able to develop and influence his/her salary
  • Proved to be open to continued dialogue
  • If the employee wishes, inform about what is needed for further salary development

Preparation – important prerequisite for a good performance management dialog 2

The prerequisite for a good performance management dialog 2 is that both the manager and the employee know the purpose of the dialogue and are well prepared by reading the salary policy and KI´s salary criteria. Please use the templates available for performance management dialog 2.

Both the manager and the employee must contribute to making the dialogue being characterized by openness and respect. However, the manager, as the employer representative, has the greatest responsibility for the dialog being carried out properly.

Åsa Agréus

HR-specialist

Carolina Ström

HR-specialist