Salary negotiations 2019

By Sylvi Larsen

6 September 2019 14:36

Salary negotiations 2019

The employer and the unions at NHH have now completed preparations for this year’s salary negotiations. Performance and results over the last 12 months will form the basis of individual salary evaluations.

Gunnar E. Christensen
Gunnar E. Christensen is head of the salary negotiations committee at NHH.


The criteria for salary assessment and increases can be found in NHH's salary guidelines.

This year is a so-called intermediate pay settlement. The amount available is significantly smaller than last year and this will affect the room to reward individual achievements.

Employees who have already been granted a pay rise in 2019 as a result of a salary assessment within the first 12 months of employment, salary negotiations on special grounds or in connection with promotion to professor, will not be considered for further salary increases on an individual basis in this year’s local salary negotiations.

Salary negotiations committee 2019

The committee consists of representatives from the employees and from the employer. 

Sigrid Lise Nonås, Sissel Jensen (Forskerforbundet)
Astri Kamsvåg, James Hosea (technical/administrative positions Forskerforbundet)
Mildrid Økland (Utdanningsforbundet)
Anette Undheim, Roger Bivand, Arild Schanke (Akademikerne)
Lone Haugsvær, Peter Hammer (Parat)
Maj-Brit Iden, Brigt Ove Teigen Vaage (NTL)

Gunnar E. Christensen (head)
Elise Kongsvik (HR)
Tove Gjesdahl (HR)
Sylvi Larsen (HR)

Local guidelines and priorities

All criteria in NHH's salary policy will be emphasised in the local salary negotiations.

Employees in teaching and research positions will be subject to an overall assessment based on:
Good research, teaching and dissemination results. In addition, academic engagement that promotes the best interests of the academic community and NHH will also be emphasised. 

Employees in technical/administrative positions will be subject to an overall assessment based on:

  • The quality of the work, including effort, results and efficiency.
  • Shows initiative and/or contributes to the development and increased efficiency of work tasks and processes.
  • Takes independent initiatives for development work within the employee’s area of responsibility.
  • Has taken part in relevant competence-development measures.

Assessments of employment position codes for technical and administrative roles will be partially based on the document Veiledende stillingsbeskrivelse av stillingsinnhold og kvalifikasjonskrav (teknisk/administrative stillinger) ('Advisory description of content of and qualification requirements for positions' (technical/administrative positions) – available in Norwegian only).

All employees will be assessed based on section 2.2.1 of the local salary policy

Employees in managerial positions will also be assessed based on section 2.2.4 of the local salary policy.

Central guidelines and priorities

The principle of equal pay for male and female employees continues in the new basic collective agreements, together with the principle of equal pay for equal work. Employees on paid leave of absence will be covered by the local salary negotiations. The same applies to employees who, before the date of implementation, have resumed work after unpaid parental leave, cf. the Working Environment Act Section 12-5, or unpaid care leave, cf. the Joint Provisions Section 20 (7).

Two basic collective agreements

There are two basic collective agreements for state employees; one for members of unions connected to LO Stat, Unio and YS Stat, and one for the members of the Federation of Norwegian Professional Associations (Akademikerne). NHH will conduct separate salary negotiations for these two groups.


This group covers employees who are members of the following organisations:
The Norwegian Civil Service Union (NTL), affiliated to the Norwegian Confederation of Trade Unions (LO Stat)
The Norwegian Association of Researchers (Forskerforbundet) and the Union of Education Norway (Utdanningsforbundet), Norwegian Union of Librarians (Bibliotekarforbundet), all affiliated to the Confederation of Unions for Professionals (UNIO)
Parat, affiliated to the Norwegian Confederation of Vocational Unions (YS Stat)
Non-union employees

At the national negotiations effective from 1 May 2019, the parties agreed on a general salary increment of 1.35% for scale 19–46, 1.55% for scale 47-66 and 1.35% for scale 64-101.

The parties further agreed that a total of 1.24% of the total calculated salary costs would be subject to local negotiations. The employer has decided not to contribute additional funds.

Salary increases will take effect from 1 July 2019.


At the central negotiations effective from 1 May 2019, the parties agreed that a total of 2.15% of the total calculated salary costs would be subject to local negotiations. There is no general, centrally administered salary increment for members, and the employer will not contribute with additional funds.

Salary increases will take effect from 1 May 2019.

Completion and announcement

The wage negotiations will be completed by 31 October 2019. The parties have agreed that managers with personnel responsibility will inform their employees on the results of the individual salary negotiation.

The employer will provide general information about the salary negotiations via Paraplyen.


Sylvi Larsen, secretary for the salary negotiations committee

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