Revised salary assessment for newly appointed staff

In accordance with the Main Collective Agreement (section 2.5.5, item 3), employers are required to reassess an employee’s salary placement within 12 months of their appointment, and upon transition from a temporary to a permanent position. This assessment must be carried out following a dialogue with the employee.

The procedure begins upon appointment and is followed up as part of the onboarding process at UiB (see the Leadership Handbook). The line manager with personnel responsibility is responsible for conducting the salary review, with support from the HR team at the relevant faculty or department.

Employees

• Will receive information about section 2.5.5, item 3 from their manager and through the e-learning induction course for new employees (uib.no)

• Will be invited to a salary review meeting between 10 and 12 months after their start date

Manager with Personnel Responsibility

• Provides the new employee with information that a salary review will be conducted within 12 months, following a dialogue. This can be communicated during the 5-month follow-up meeting

• Based on the list received from HR, invites all new employees to an individual meeting 10 months after their start date. This meeting may coincide with the first performance review

• Conducts the salary assessment following a dialogue with the employee

Guidance for Conducting the Review:

• Use the job description as a basis and discuss the extent to which responsibilities have been fulfilled

• Provide specific feedback on performance and results

• Review salary developments over the past 12 months within the relevant job category

• Assess whether the initial salary placement was appropriate (considering competence, responsibilities, salary level, and career development in line with UiB’s local salary policy)

• Ensure salary placement reflects principles of equal pay

• Report the outcome of the assessment to HR. If no salary increase is granted, the manager must provide feedback to the employee

HR at Faculty/Department Level

• Prepares a quarterly list of new employees (using reporting tools in Fagbrukerinnsikt for HR and payroll) and sends it to managers as a reminder

• Provides background information to support the manager’s assessment:

  • Salary developments over the past 12 months within the relevant job category

  • Salary placement must reflect equal pay principles

• Maintains an overview of employees who receive a salary increase and those who do not

• Sends reminders to managers where assessments have not been completed

• Follows up on feedback from managers regarding assessment outcomes

• Sends letters to employees who receive a salary increase (templates available in Norwegian and English in Elements) and submits an N-note to the payroll specialist regarding the salary change (referencing the letter)

• Adds a note to the personnel file in Elementsfor employees who do not receive a salary increase

• Sends a summary of employees who did not receive a salary increase to the central HR department in June

UiB HR Division

• Requests a list from the Finance Division in June of employees who received a salary adjustment following the 12-month review:

  • Report available in Innsikt (“reason for salary change,” including recipients and amounts)

• Requests a list from faculties of employees who did not receive a salary increase, as part of preparations for local salary negotiations