The universities’ remuneration system is agreed in the collective agreement
Pay level, calculation grounds or minimum amount are not statutory; pay and working conditions are agreed in the collective agreement. The universities’ remuneration system is agreed in the universities’ collective agreement. The idea is to create a remuneration system that specifically suits universities.
At universities, pay generally consists of two elements: the job-related salary element and the personal salary element. The job-related salary element is set based on the requirement level of the role. The personal salary element is set based on the person’s performance percentage. The collective agreement stipulates precisely how the remuneration system is evaluated.
Without general pay rises, your pay could tread water
Pay should rise when the role becomes more demanding and/or your personal performance level rises. In addition, collective agreement negotiations reach agreement on general pay rises for all employees. Achieving pay rises is almost always the result of difficult negotiations. Individual employees do not need to participate in these negotiations one by one. Instead, the unions negotiate on their behalf.
Employees are not always satisfied with their level of pay. The collective agreement contains a dispute resolution process. As an employee, you do not need to negotiate personally with your supervisor. If you have doubts about the requirement or performance level of your role, contact your shop steward.
