Local salary negotiations 2024
The parties involved in local wage negotiations at NHH have agreed that this year's local salary negotiations will be finally concluded in January 2025. Salary increases will come into effect from February 2025, at the earliest, and will be backdated to the effective date of the applicable collective agreement.
This year's wage settlement in the state will be decided in the National Salary Board on 7 and 15 November, as previously informed.
Local salary negotiations cannot begin until the National Salary Board has concluded its work and the school has received information from the Ministry of Local Government and Regional Development and the Ministry of Education and Research about the implementation of the salary settlement locally.
The parties at NHH have had a preliminary meeting about the local salary negotiations. At the meeting, it was agreed that individual pay rises will be given based on the individual's efforts and results.
The parties will negotiate locally about the structure of the salary settlement, and the possible distribution of the pot set aside for salary negotiations, when the salary settlement has been finally clarified in the National Salary Board.
This question about individual salary negotiations was clarified so that the parties can start the process of gathering inputs demands for individual salary increases.
Managers will be invited to meeting with the employer to submit input on their employees. Unions at NHH will invite their members to submit claims for salary increases. All employees are entitled to a meeting with their manager to discuss their current salary.
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 results in research, teaching and knowledge dissemination. Emphasis will also be placed on professional commitment that contributes to the good of the academic community and NHH.
Employees in technical/administrative positions will be subject to an overall assessment based on:
- Quality of work, including effort, results, effectiveness and efficiency
- Takes initiative or contributes to development and improvement in the efficiency and effectiveness of tasks and processes
- Takes independent initiative to development within their own area of responsibility
- Has completed relevant skills/ competence development
Employees with managerial tasks will also be assessed based on section 2.2.4. of the local salary policy:
Leaders at NHH should be good role models. Criteria that are emphasised include the leader's ability to:
- Provide good and comprehensive leadership based on NHH's current strategy and values
- Exercise effective personnel management
- Set clear goals for the unit and the employee, and motivate for professional development and good results
- Achieve the unit's goals
- Create a good and inclusive work environment that promotes engagement and good results
- Define clear requirements and expectations for their employees
- Prepare and conduct an annual employee appraisal interview
- Develop their own leadership.
The following employees are included in the local salary negotiations:
In line with the regulations set out in the collective salary agreements, all employees with salaries in the state collective bargaining area at the 1st of May are covered by the negotiations. The following groups will also be included in the local salary negotiations:
- Employees on paid leave of absence
- Employees who are in unpaid parental leave, cf. the Working Environment Act section 12-5
- Employees who at the time of effect are on unpaid leave, regardless of reason, of up to one month's duration
- Employees who, before the effective date, have re-entered after compassionate leave without pay, cf. the joint provisions section 20 no. 7, must also be assessed in terms of pay.
The following groups will not be included in the local salary negotiations:
- Employees who are on unpaid care leave in accordance with the basic collective agreement section 20 (7).
- Hourly paid employees
- Positions on the state's management salary system
- Employees who have left their position in 2024 or who will leave their position before January 31, 2025
- Employees on temporary working contracts with a duration of up to 12 months.
The following will be covered by a possible group supplement, but not by individual wage promotion:
- Employees who have received individual salary increases in 2024 in line with section 2.5.3. in the Basic collective agreement (special conditions)
- Employees who have received or will receive salary increases in line with section 2.5.5. in the Basic collective agreement (salary evaluation within the first 12 months in position).
- Employees who have taken up or will take up a new position at NHH in 2024.
Basic collective agreements and financial scope
The financial framework for this year's wage settlement will be clarified by the decisions of the National Salary Board in November 2024.
The available framework for this year's settlement is preliminarily calculated to be 2.9%, after adjustments are made for overhang and salary slippage (calculates to be 2.3%).
The National Salary Board can decide that parts of the available framework should be distributed as a central supplement, which would then result in less to distribute locally.
Please note that this year's salary settlement will be significantly lower than last year's settlement and that there will be a smaller pot for local distribution as a result.