Salary system for universities

The salary system of the Finnish universities comprises two separate evaluation systems: an evaluation system for the teaching and research staff, and an evaluation system for the administrative and auxiliary staff. In addition, a separate evaluation system is in use for the teaching staff of the teacher training schools.

In the salary system of the Finnish universities, the salary is comprised of the job requirement component (job requirement level) and of the personal performance component (personal performance level). In addition, the employer may pay a job requirement bonus and/or a performance bonus.

When a new person starts at the university, the personal performance component is initially determined at a level that is estimated to correspond to the person's qualification, work experience and previous performance. As regards entirely new positions, the employer makes an initial assessment of its job requirement level. The job requirement level and the personal performance level are evaluated in six months of the beginning of the employment relationship at the latest.

The evaluation system and the components of the salary are defined in the General Collective Agreement for Universities.

Evaluation system for the teaching and research staff

The job requirement component of employees belonging to the evaluation system for the teaching and research staff is determined on the basis of the job requirement scheme included in the General Collective Agreement (Appendix 1), and on the basis of the university-specific criteria which have been prepared to support the scheme. The evaluation of the job requirement component can be initiated when the requirements and specifying criteria pertaining to the next level have been reached. The personal performance component is determined in accordance with the principles defined in Appendix 3 of the General Collective Agreement.

Evaluation system for the administrative and auxiliary staff

The job requirement component of employees belonging to the evaluation system for the administrative and auxiliary staff is determined on the basis of the requirement scheme included in the General Collective Agreement (Appendix 2). The personal performance component is determined in accordance with the principles defined in Appendix 4 of the General Collective Agreement.

Evaluation groups

Each university has two evaluation groups comprising members appointed by the employer and by the employee organisations; one for the teaching and research staff and the other for the administrative and auxiliary staff. In addition, there is a separate evaluation group for the staff of the teacher training schools. The evaluation groups are involved in the evaluation process pertaining to the job requirement level. The evaluation groups discuss job requirement levels pertaining to new positions and positions where there have been changes, and take a stand in the matter.

Job requirement bonus and performance bonus

In addition to the job requirement component, the employer may pay a job requirement bonus amounting to 50 per cent of the salary difference between the employee's current and the next requirement level, taking into account the personal performance component. The job requirement bonus may be temporary.

In addition to the personal performance component, the employer may pay a performance bonus amounting to 50 per cent of the salary difference between the employee's current and the next performance level.

Further information

General Collective Agreement for Universities