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The salary policy programme and factors influencing salaries

On this page, you can find information for salary-setting managers about the University’s salary policy, objectives in this area and factors that affect salaries at Lund University. You make this policy known to your employees through, for example, staff appraisals and salary appraisals.

Content on this page: 

At Lund University, we have great opportunities to locally develop wage formation to suit our conditions and business needs. However, we have to take into account certain socio-economic considerations that affect how salary formation at the university looks from year to year: the salary increase levels specified in central agreements, framework grant compensation and the state wage policy that state authorities as employers should not be wage leaders.

How local salary formation works is set out in Lund University's salary policy programme.

Salary policy responsibility

The basic purpose of the salary policy is to help the university achieve its goals. Motivated, committed and knowledgeable employees are a prerequisite for high quality in the university's activities. Therefore, the University shall be a workplace where people thrive and are offered opportunities to develop their potential and where the employees' desire for personal development and personal responsibility is stimulated.

The Vice-Chancellor is responsible for salary formation and the implementation of salary policy. Managers at all levels are responsible for ensuring that the salary policy and the intentions of the strategic plan and other policy documents are put into practice and recognised by employees.

The assessment criteria for salary setting for the individual promotes goal-oriented, open and clear salary setting for the University's staff.

Salary policy objectives

The university's salary policy goals are that:

  • Salary setting shall be individual and differentiated and independent of gender and ethnicity.
  • Salary setting shall be used so that employees are stimulated to perform well and take responsibility. It shall also lead to the university being able to recruit and retain the staff needed to maintain a high standard and run the organisation efficiently.
  • Salary setting shall be performance-oriented so that it is affected by the individual's achieved results and their importance to the university.
  • Salary setting must also be individual-oriented so that it is worthwhile to improve performance and develop in the work.
  • Market sensitivity in different areas must be taken into account.
  • The salary policy must be known and anchored within the university.

General factors affecting salaries

Salary setting shall be result-oriented so that it is affected by the individual's achieved results and their importance to the university.

  • the level of difficulty and responsibility of the position
  • the individual's personal skills
  • the importance of the individual to the performance of the organisation
  • market sensitivity.

Specific factors for teachers and for  technical/administrative staff

There are specific factors that affect the salary of teachers and technical/administrative staff.

Read more about salary determinants for teachers and for technical and administrative staff, on the Staff pages.

For more information and support

Contact your local HR function.