Salary review

Joint information from KTH and the relevant unions concerning the 2020 salary review

Contact

Contact your boss or HR Manager at the school for questions regarding salary review.

​​​​​​​Information in Swedish ​​​​​​​

Salary review schedule

Salary review schedule 2020 (pptx 151 kB)

For employee

Tips and advice on salary dialogues (doc 82 kB)

For salary-setting managers

Advice to salary-setting managers (docx 60 kB)

​​​​​​​Information in Swedish ​​​​​​​

Salary statistics

​​​​​​​ Salary statistics KTH 20200623 - non managers (pdf 154 kB) ​​​​​​​

Salary statistics KTH 20200623 - managers (pdf 151 kB) ​​​​​​​

Salary statistics BESTA KTH 20200623 - non managers (pdf 161 kB) ​​​​​​​

Salary statistics BESTA KTH 20200623 - managers (pdf 153 kB) ​​​​​​​

Process modell (Swedish)

Regulations

Guidelines Salary structure (pdf 65 kB)

Instructions concerning salary level criteria

Protocol of negotiations, salary revision 20191001 (Swedish)

Saco-S (pdf 62 kB)

OFR/S (pdf 52 kB)

SEKO (pdf 48 kB)

Process modell (Swedish)

Regulations

Guidelines Salary structure (pdf 65 kB)

Instructions concerning salary level criteria

Protocol of negotiations, salary revision 20191001 (Swedish)

Saco-S (pdf 62 kB)

OFR/S (pdf 52 kB)

SEKO (pdf 48 kB)

Salary review 2020

Central agreements with Saco-S, OFR/S and Seko regulate salary level setting at KTH.

As a consequence of the current situation in society due to the covid-19 pandemic the time-limited central pay agreement in the state sector with OFR/S (ST) and Seko has been extended to the 30th of November 2020. For Saco-S the open-ended RALS 2010-T-agreement applies.

The date when local salary reviews can be carried through will be regulated in coming central agreements with OFR/S (ST) and Seko. For Saco-S the date for the salary review is 1st of October each year.

At KTH the employer together with the trade unions have agreed upon that the best pre-requisite to carry out a good salary review process under the current circumstances is to go through with the salary dialogue process after the year-end 2020/2021. During the autumn 2020 we will do joint preparatory work with wage setting arrangements.

Published 2020-06-16

Annual salary review

As an employee at KTH you are entitled to a salary dialogue with your closest manager. The salary dialogue should focus on your work performance during the past year in relation to current salary criteria. During the dialogue, you have the opportunity to explain your work and contributions. It is important that you and your manager are well prepared to ensure a good salary dialogue.

Central agreements regulate salary level setting at KTH. These central agreements also stipulate an annual salary review.

What characterizes a good salary dialogue?

Some success factors are important if managers and employees are to feel that the salary dialogue has worked well. Managers must:

  • Have a dialogue in which employees have been able to discuss their work, results and salaries and have been afforded the opportunity to explain their views.

  • Have explained and justified their assessments.

  • Have made ​​it clear how employees can develop and affect their future salary levels.

  • Shown themselves to be open to further dialogue.

Preparations - important prerequisites for a good dialogue

The prerequisite for a good dialogue is that both the manager and employee are well versed about the purpose of the dialogue and have prepared well, which should include a study of the relevant salary criteria and applicable salary statistics.

Employees should be able to participate in departmental information meetings (workplace or equivalent) prior to salary dialogues. At these meetings, information will deal with the approach and content of the dialogues as well as salary criteria for the department. Preparations should focus on what the dialogue will deal with - the employees' duties, achievements and skills linked to operational objectives and needs, KTH salary level setting criteria and the employee's salary. Consequently the focus is on preparing for the proper objective of the salary dialogue, not preparing for negotiations. The most skilled employees should earn a higher salary, not the most skilled negotiators.

Both managers and employees must contribute to the dialogue, characterized by openness and respect. However the manager, as the representative of the employer, bears the greatest responsibility for carrying out the salary dialogue in the best possible manner.

About different models for salary setting (docx 55 kB)

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Page responsible:Camilla Carlbom
Belongs to: KTH Intranet
Last changed: Jun 23, 2020