Salary

Salary System

The professors’ salary in the universities is based on the collective agreement. The salary according to the collective agreement may be supplemented by an individual contract.

Universities apply two assessment systems, one for teaching and research personnel and one for other personnel.

1. Job-related salary element

The jo-related salary element is determined based on the level of demand of tasks. In assessing the level of demand of tasks, the primary factors in the system for teaching and research personnel are:

• the nature of work and responsibility
• required interaction skills
• intellectual and professional competence

Assessing the level of demand of tasks:

Regarding new tasks, the employer conducts a preliminary assessment of the level of demand of tasks.  The level of demand of a task must be assessed within six months of the start of employment, with the level of demand first being examined in assessment discussions between the individual in question and his/her superior, after which the superior makes a proposal concerning the level of demand to the assessment group. The employer confirms the level of demand after receiving the proposal of the superior and the assessment group.

Regarding new tasks assessed by the assessment group earlier, the superior will determine the level of demand of tasks verified earlier. The level of the demand of tasks shall be determined at the time making the employment contract. The employer can only raise the level of demand of tasks determined by the superior.

Regarding the changed tasks, a reassessment can be invited by a superior, the individual in question or a union representative. A reassessment must be requested in writing, specifying how a task has changed since the previous assessment and on what grounds the change increases the level of demand of a task. A changed task is also a task, which has become more demanding gradually after the confirmation of the current level of demand of task.

The superior makes a written proposal concerning the level of demand of task having conducted the assessment in two months’ time from the request. After the employer has confirmed the change in the level of demand of task, the pay will be paid from the beginning of the calendar month following the written proposal by the superior, unless the employer points to another time for the change of task.

2. Personal performance salary element

The personal performance salary element is based on an individual's performance category and percentage. The main criteria in the system for teaching and research personnel are:

• teaching merits
• research merits
• merits in terms of societal and university community engagement

Assessing the personal performance:

Personal performance and the level of performance are examined in the assessment discussions between the individual in question and his/her superior. The employee can request an assessment of personal performance after two years from the previous assessment. An assessment discussion will be conducted with the employee after five years of the previous assessment. Each university will determine at least one annual assessment period during which the superiors will conduct the performance assessments. If necessary, the assessments can also be conducted in other times than during the assessment period.

Upon entering the service of a university for the first time, the individual pay-component will be paid according to the personal performance and performance percentage, which are thought to represent the employee’s competence, work experience and previous performance. The employee can ask for a reassessment after six months from the beginning of the contractual employment relationship.

If the individual salary element changes, the new salary element, confirmed by the employer, will be paid from the beginning of the calendar month following the end of the assessment period. If the assessment has been made at another time than the assessment period, the pay will be made from the beginning of the calendar month following to the written proposal by the superior.

3. Guaranteed salary

A person who on December 31, 2009 had the right to a guaranteed salary retains this right if the person is permanently employed by the same university without interruption. A person who at the time the guaranteed salary was introduced was temporarily employed has the right to a guaranteed salary for the term of temporary employment and as long as the person continues at the same university without interruption at least on the same level of demand.

4. Job requirement bonus

A job requirement bonus can be paid in tasks with the competence classification grade in the upper end of its respective competence classification grade. It amounts to 50 % of the pay difference between the employee’s designated competence classification grade and the subsequent grade taking into account also the individual pay-component. The competence-requirement allowance is available only for teaching and research staff belonging to competence classification grades 5 to 10.

5. Separate supplements depending on the university

Universities can pay separate bonuses and supplements based on their own decisions. Each university can pay management bonuses to its academic managers according to its own decision.

6. Transitional provisions

The individual pay component of the personnel is determined according to the altered pay system as of January 1, 2019. The individual pay component will not be lowered for anyone due to the introduction of the pay system.

The paid performance bonus will become part of the employee’s individual pay-component as of January 1, 2019.

7. Local agreement

Applications that differ from the general pay system for universities can be introduced by local agreement. However, these must be approved by the Negotiation Organisation for Public Sector Professionals.

Aalto University has its own pay system, which differs in some ways from the general pay system for universities.

General collective agreement