The purpose of a salary dialogue is for you and your manager to review and evaluate the past year. Its intention is to link this to what is being built up through your planning and performance appraisal meetings. It is important that you and your manager set aside time to review the results of the previous period, that you receive clear and constructive feedback, that the manager has their view of your work supplemented by yours, and that you gain insight into your manager’s evaluation.
After concluding the first salary dialogue, the manager proposes your new salary, either for the collective agreement negotiations conducted at the university or for salary dialogue 2 (for employees included in the salary dialogue model). After the collective agreement negotiations are concluded, the manager is responsible for information about the final result and each employee’s new salary.
Assessment criteria or a skills profile must describe the skills requirements for the various professional categories found in the organisation. See the pay policy for Södertörn University for additional descriptions of assessment criteria and skills profiles.
Salary dialogues must be conducted annually and supplemented by follow
ups/information about the result of collective agreement negotiations/the new salary. Set aside about one hour for a salary dialogue.
Checklist
Preparation for a salary dialogue
- Review your previous planning and performance appraisal and your development plan
- Think about your performance and how you contribute to the organisation
- What has been good/what could be improved?
- Have you undertaken any form of skills development?
Remember!
- Speak on the basis of your achievements and avoid comparing yourself to others
- Do not start next year’s salary dialogue
- Preparation leads to better dialogue
