The salaries within the university system shall comprise a job-related salary element based on the requirement of duties and a personal salary element based on personal performance.

1. Task-specific salary component

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

a. Task-specific salary component for teaching and research staff

The task-specific salary component is determined on the basis of the level of demand required by specific tasks. In assessing the level of demand, the primary factors in the system for teaching and research personnel are:

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

b. Task-specific salary component for other staff

  • the content of the position and problem-solving and organizational skills
  • interaction skills
  • responsibility
  • required knowledge and skills

Assessing the level of demand of tasks:

With regard to 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.

With regard to tasks that have changed, a reassessment can be presented 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 a previous assessment and on what grounds a change increases the level of demand of a task.

2. Personal performance salary component

The personal performance salary component is based on an individual's level of performance. 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

The main criteria in the system of other staff are:
  • vocational competence
  • responsibility at work
  • functioning in the workplace community and
  • quality and performance

Personal performance and the level of performance are examined in assessment discussions between the individual in question and his/her superior. Assessment discussions are conducted every two years for the whole university.

3. Guaranteed salary

A person who on 31 December 2009 had the right to a guaranteed salary retains this right as long as 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. Competence-requirement allowance

A competence-requirement allowance was added as a new feature to the university pay system as part of the collective bargaining solution for 2011. It can be paid to employees, whose tasks are assessed as being on the upper end of their respective competence classification grades. It amounts to 50% of the pay difference between the employee’s designated competence classification grade and the subsequent grade. Under the agreement in force for 2011, the allowance is for now available only for teaching and research staff belonging to competence classification grades 5 to 10.

5. Performance increase

The collective bargaining negotiations concerning salary increases for 2012 and 2013 resulted in the initiation of a performance increase. The increase amounts to 50% of the difference in euro between the employee’s performance level and the next higher performance level.

6. Separate supplements depending on the university

Universities can pay separate bonuses and supplements based on their own decisions.

A university pays management bonuses to its academic managers according to its own decision.

7. Local agreement

By means of a local agreement, applications that differ from the general salary system for universities can be introduced. These must be approved by the Negotiation Organisation for Public Sector Professionals, however.

General collective agreement for universities 1 April 2014 - 31 January 2017

Aalto University has its own pay system, which differs to a certain extent from the system used by other universities.