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This document sets out guidelines for OsloMet's work on pay policy. It has been prepared in close cooperation between representatives of the unions and the management.
The parties agree that our local pay policy should not be seen as static, but rather as a policy that is continually developed through cooperation between the management and the trade unions at OsloMet. OsloMet reviews its pay policy in connection with the local negotiations.
OsloMet's pay policy should be a part of the organisation’s overall policies, strategies, plans and measures. The pay policy is an important part of our HR policy and should be known to our employees.
The goals of our pay policy are to:
OsloMet's pay policy is based on a system targeted at assessing the actual responsibilities and tasks assigned to each position. It is a measure for ensuring equal pay for equal work, while allowing performance to be appreciated and rewarded in a more targeted manner. It is important to draw a clear distinction between job assessment (assessment of the work tasks and responsibilities assigned to a position), and personal assessment (assessment of how the individual performs these tasks).
It is important to draw a clear distinction between the assessment of the tasks and responsibilities assigned to a position and how the person holding the position performs these tasks.
The assessment of the wage conditions is part of the individual manager's responsibility for evaluating, following up and stimulating his/her own staff.
The general job descriptions in the position structure must be taken into account both when appointing staff and in local salary negotiations, and must ensure that OsloMet has a coherent position structure.
Before a job opening is advertised, a job assessment must be carried out based on the job description and the required qualifications. This assessment must form the basis for the recruitment process and when deciding the appropriate salary grade.
The salary grade that applies when a job opening is advertised at OsloMet is regulated in separate guidelines that have been deliberated with the trade unions (see appendix 1 and 3).
When appointing staff, the employer must conduct a salary assessment based on the job assessment, the personal assessment and the market situation. These factors together form the basis for determining the final salary grade.
Job descriptions and required qualifications for technical and administrative positions have been developed (see appendix 1). This guiding description and the position’s duties and required qualifications must form the basis for the work on position structure and be used in connection with the advertisement of job openings. The required qualifications stated in announcements must coincide with the basic requirements necessary for the respective positions.
A common position structure for teaching and research positions at universities and university colleges has been determined in the Regulation on employment and promotion in teaching and research positions of February 9th, 2006, and in the Regulation on employment conditions for positions such as postdoctoral fellow, PhD candidate, research assistant and specialist candidate of January 31st, 2006.
The employer must reassess the employee's salary grade within the position’s salary scale within 12 months of employment and upon transition from a temporary to a permanent position.
The unions must be informed about any use of the BCA section 2.5.5 once a year.
Upon promotion to associate professor (not to researcher, position code 1109), the employer chooses between the following options when deciding the employee’s new salary grade:
Upon promotion to professor/docent professor, the employer chooses between the following options when deciding the employee’s new salary grade:
Employees are entitled to an annual conversation about competency, responsibility, salary and career development. The conversations should contribute to guarantee equal pay between the sexes. Upon re-entry following parental leave, the employee must be offered such a conversation.
Oslo Metropolitan University of Applied Sciences is an independent negotiating arena with equal parties.
The negotiations are conducted pursuant to the basic collective agreement(s) that apply at that point in time. They take place at the organisational level unless the parties agree that the operating unit’s level (faculties /SVA/central administration) is appropriate.
It is important that the parties have a common understanding and use the same terminology in connection with the negotiations. This is why it is important for the parties to hold annual joint training meetings in order to review the salary and negotiation system.
These negotiations are conducted on the basis of the BCA, central guidelines and local pay policy. The parties may provide their own guidelines and agree on additional ones beyond those present in the pay policy. The negotiations normally take place once every calendar year with effect from an agreed date.
The local negotiations are financed with funds granted by the central parties. The board at OsloMet may contribute with funds from the budget.
The negotiations may result in a pay rise for groups and/or for individual employees. The persons holding the positions will be considered for a salary and/or position change following a comprehensive assessment.
Employees on payed leave are also covered by the negotiations and should be assessed on a salary basis.
The requirements will be promoted on separate forms - new forms will be available shortly.
At least one preparatory meeting must be held between the parties before commencing the negotiations. In the meeting the parties will review:
Minutes must be kept of the preparatory meeting and approved by the parties.
Shortly following the termination of the local negotiations, the parties must meet to evaluate the conduct of the negotiations. Proposed improvements etc. must be recorded in the minutes of the meeting, which must be approved by the parties.
Pursuant to the Basic Collective Agreement, the parties may enter into negotiations on special grounds when:
These requirements will be promoted on separate forms - new forms will be available shortly.
Demands submitted in accordance with BCA section 2.5.3 will be negotiated three times a year; February, June and October, unless otherwise agreed.
Demands for negotiations based on significant changes to a position should be documented by a job description and/or a job assessment, or by information that in any other way would make it possible to assess how the employee's duties have changed.
The date of effect for the pay rise or promotion will be decided during the negotiations.
In principle, the negotiations will be conducted on an unrestricted basis and without any financial limits, and the results must be covered within the allocated budgetary framework.
Pay policy at Oslo Metropolitan University (pdf) (in Norwegian only)
The job description and qualification requirements for teaching and research positions are governed by the Regulations on employment and promotion in teaching and research positions (FOR 2006-02-09 nr. 129).
The regulations apply to the following positions:
The criteria for promotion in research positions are stipulated in the Personal Report (PR) 1998-11 Regulations for promotion to researcher 1183 and PR 2011-05 Regulations for promotion to researcher 1109 in state-owned enterprises.
May only be used for certain types of temporary positions such as paid student helpers, extra assistants etc.
In general, the university should require a completed university degree for case processing positions. For certain positions, the education requirement can be compensated by relevant work experience.
May only be used for certain types of temporary positions such as paid student helpers, extra assistants etc.
Starting position for those who have obtained a craft certificate. May also be used for student assistants who have been assigned more responsibilities than the positions with codes 1069 and 1063.
Job description: position with office administrative tasks and case processing. Duties may involve:
Qualification requirements: satisfactory general education equivalent to a craft certificate or upper secondary school. Good communication skills and a service oriented mentality are required. Experience in the use of relevant computer programmes is desirable.
Job description: As a general rule, the higher executive officer position should be used in special areas, i.e. the position’s tasks should be linked to one of the administrative fields of study, such as records, accounting, HR, salary, study or research administration. Regarding the nature of the tasks, the position will entail responsibility for management, guidance and case processing. The tasks are normally performed according to established guidelines, laid down in laws, agreements and regulations, but the person holding the position must be able to independently make interpretations, assessments and discretionary judgments.
Qualification requirements: a university or university college degree is required, preferably a bachelor's degree. Long and relevant experience can compensate for the requirement of formal education.
Job description: additional tasks may be added to the senior executive officer position, such as development tasks, coordination of services, special supervisory responsibility and / or other tasks that require special skills within the fields that correspond to those of the higher executive officer 1408.
Qualification requirements: bachelor's degree required. Furthermore, relevant experience and proven ability for independent and result-oriented work is required. Very good and relevant experience can compensate for the requirement of formal education.
Job description: the adviser position differs from the positions of higher executive officer / senior executive officer, in the way that the adviser, to a greater extent, personally provides the basis for the task execution, makes assessments and impact analysis, draws conclusions and promotes proposals for solutions.
Examples of duties in the adviser position may be:
Qualification requirements: a university or university college education, at least a bachelor's degree, is required, as well as relevant experience and proven ability for independent and result-oriented work. Very good and relevant experience can compensate for the requirement of formal education.
Job description: the senior adviser position includes highly qualified investigation and advisory work of a particular independent nature and / or academic guidance. In addition to the tasks performed by an adviser, senior advisers may be given duties such as:
Qualification requirements: A university or university college education is required, preferably a master's degree. Furthermore, long and relevant experience and proven ability for independent and result-oriented work is required.
The position of project manager is used for larger projects of independent character.
The position may be temporary or permanent. A person holding a permanent position as a project manager has the professional management of varying projects as a permanent task.
Job discription: the project manager manages, plans and organises projects. Duties may consist in:
Qualification requirements: A university or university college education, preferably a master's degree, as well as relevant experience and proven ability for independent and result-oriented work is required. Very good and relevant experience can compensate for the requirement of formal education.
Job description: The position as head of section has been assigned management functions, overall administrative tasks including budget responsibility, academic responsibility and HR responsibility at the section level. Organisationally, the head of section position is generally placed under the director.
Qualification requirements: relevant university or university college education, preferably at the master's level is required. Prior learning and work experience pertinent to the relevant tasks can compensate for the formal education requirement. Emphasis is placed on management skills and experiences and administrative and academic competence.
Job description: the position as head of office has been assigned management functions, overall administrative tasks including budget responsibility, academic responsibility and HR responsibility at the office level. Organisationally, the head of office position is generally placed under the head of section.
Qualification requirements: relevant university or university college education, preferably at the master's level is required. Prior learning and work experience pertinent to the relevant tasks can compensate for the formal education requirement. Emphasis is placed on management skills and experiences and administrative and academic competence.
Code 1060 - Division Director
Code 1062 - Director
The rector approves the job description and qualification requirements of the director ORV and DI following consultations with the organisations. The director of Human Resources approves the job descriptions and qualification requirements of the other members of the central administration. The faculty director approves the job descriptions and qualification requirements of the head of section and head of office at the faculty.
Code 1004 - Rector
Code 1473 – Head of Studies
Code 1475 - Head of Department
Code 1474 - Dean
The university board approves the job description and qualification requirements of the rector and the vice-rector (in code 1062). The rector approves the job description and qualification requirements of the dean following consultations with the trade unions. The dean / head of centre approves the job description and qualification requirements of the rest.
Job descriptions have been prepared for the dean, head of department and head of studies.
Starting position for those who obtained a craft certificate.
Job description: duties may include:
Qualification requirements: satisfactory general education equivalent to a craft certificate or upper secondary school. Emphasis is placed on good communication skills and a service oriented mentality.
Job desccription: The staff engineer position may be assigned independent operational tasks within technical support for academic activity and administration. Examples of task include:
Qualification requirements: relevant university or university college education, preferably at the master's level, is required. Prior learning and work experience pertinent to the relevant tasks can compensate for the formal education requirement. Furthermore, relevant work experience may be required.
Job description: the head engineer may be assigned specialist functions and / or work management within various technical subject areas. Examples of duties can be:
Qualification requirements: relevant university or university college education, preferably at the master's level, is required. Prior learning and work experience pertinent to the relevant tasks can compensate for the formal education requirement. Emphasis can be placed on special requirements, education and experience depending on the job's functions.
Job description: the position as a senior engineer includes highly qualified academic work, and may for example be assigned responsibility for areas such as:
Qualification requirements: relevant university or university college education, preferably at the master's level, is required. Prior learning and work experience pertinent to the relevant tasks can compensate for the formal education requirement. Furthermore, extensive and relevant academic experience and high level specialist qualifications adapted to the position's functions is a requirement.
Job description: the position as an operating technician is in charge of technical operational tasks such as:
Qualification requirements: practical and theoretical training in relevant subject areas or a relevant background in handicraft. A craft certificate in a relevant field is an advantage. Relevant experience.
Job description: the operations manager will be responsible for:
Qualification requirements: practical and theoretical training in relevant subject areas as well as a relevant background in handicraft. A craft certificate in a relevant field is an advantage. Emphasis is placed on management skills / experience.
Job description: the cleaner position includes all types of regular cleaning.
Qualification requirements: there a no special requirements for education, but emphasis is placed on knowledge of the work area and experience.
Job description: the position is intended for cleaners and includes all types of cleaning.
Qualification requirements: a craft certificate within cleaning is required. In addition, emphasis is placed on knowledge of the work area and experience.
The ministry has designed the "Regulations on the promotion from university librarian to first librarian" (Circular letter F-14-95).
Job description: the position is associated with ordinary library-academic work areas. The tasks are normally performed according to established guidelines as laid down in, for example, laws, agreements and regulations, but the person holding the position must be able to independently make interpretations, assessments and discretionary judgments.
Qualification requirements: a university or university college degree is required as a librarian or other equivalent positions.
Job description: the position requires specialisation within the subject field and consist of tasks that require discretion and independence. These may include work with academic gatherings and services.
Qualification requirements: a university or university college degree is required as a librarian or equivalent positions, as well as relevant experience and / or other education.
Job description: as senior librarian 1515. In addition, the position involves specialist functions and / or management.
Qualification requirements: a university or university college degree is required as a librarian or equivalent positions, as well as relevant experience. If the position is in linked with special academic environments there may be requirements for relevant vocational education.
Job description: the position can be assigned high level specialist functions within different subject areas and requires a significant degree of specialisation and high standards of independence in the performance of its tasks. The research librarian can be connected to the doctoral programmes and will then have special responsibility for the PhD candidates on the programmes and their research. They may also be responsible for the follow-up of the research staff.
Qualification requirements: a relevant university or university college education, at least a master's degree or equivalent. If the position is linked with special academic environments there may be requirements for relevant vocational education. Employees without an education in librarianship / documentation science or equivalent must complete compulsory training.
Job description: the position may be assigned high level specialist functions within various subject areas, and requires a significant degree of specialisation and high standards of independence in the performance of its tasks.
Qualification requirements: as for research librarian, code 1199. In addition, the person must be eligible for promotion to senior research librarian in accordance with the relevant promotional regulations.
Appendix 1 - Job descriptions and qualification requirements (pdf in Norwegian)
The salary grade should reflect the duties, responsibilities and qualifications of the individual employee, as well as recognise and award achievements and efforts that help OsloMet achieve its goals. At the same time, structural and group considerations, as well as the need to correct unfair salary differentials, can be included as factors.
OsloMet will guarantee its employees a reasonable salary grade and a positive salary development over time. The local negotiations must ensure an equal pay perspective.
Appendix 2 - Assessment elements for local negotiations (pdf in Norwegian)
The document has been adjusted according to the Basic Collective Agreement for the civil service, May 1st 2016 – April 30th 2018, and following the meeting with the trade unions August 15th 2018.
For the positions in the table below, the specified salary range is usually followed. If one should wish to make deviations from these guidelines, the unions must be informed and, according to the Basic Collective agreement, they have the right to request discussions within 3 days.
For all positions, the job opening advertisment may include the following: "For highly qualified applicants, a higher salary may be considered."
The unions can at any time choose to re-discuss the salary grade-determining process, or request that we return to the arrangement agreed on in the collective agreement.
If the wage negotiation leads to minor changes in the salary grade for the individual position, the salary grades in this appendix can be adjusted accordingly.
Position |
Job posting range in salary grade |
Job posting range in NOK |
SG |
NOK |
|
Professor 1013 |
75-84 |
695 500-893 900 |
Docent 1532 |
75-84 |
695 500-893 900 |
Researcher 1183 |
73-82 |
670 000-848 800 |
|
|
|
|
|
|
Postdoctoral fellow 1352 |
60-74 |
524 200-682 200 |
Associate professor (førsteamanuensis) 1011 |
60-74 |
524 200-682 200 |
Associate professor (førstelektor) 1198 |
60-74 |
524 200-682 200 |
Assistant professor 1009 |
51-66 |
449 400-586 500 |
Researcher1108 |
51-66 |
449 400-586 500 |
Researcher1109 |
60-74 |
524 200-682 200 |
|
|
|
|
|
|
PhD candidate1017 |
51-54 |
449 400-472 300 |
Research assistant 1018/1019/1020 |
40-50 |
381 100-442 400 |
|
|
|
|
|
|
Head of section 1211 |
70-76 |
631 700-713 600 |
Head of studies 1473 |
73-78 |
670 000-754 900 |
Head of department 1475 |
78-84 |
754 900-893 900 |
Division director 1060 |
82-86 |
848 800-950 400 |
|
|
|
|
|
|
Adviser 1434 |
50-66 |
442 400-586 500 |
Senior adviser 1364 |
60-74 |
524 200-682 200 |
|
|
|
|
|
|
Project manager 1113 |
58-72 |
505 800-658 300 |
|
|
|
|
|
|
Executive officer 1065 |
40-48 |
381 100-428 500 |
Higher executive officer 1408 |
43-54 |
397 200-472 300 |
|
|
|
|
|
|
Senior executive officer 1363 |
49-59 |
435 500-515 200 |
|
|
|
|
|
|
Secretary 1070 |
30-42 |
338 400-391 800 |
|
|
|
|
|
|
Librarian 1410 |
43-54 |
397 200-472 300 |
Research librarian 1199 |
51-66 |
449 400-586 500 |
Senior research librarian 1200 |
60-74 |
524 200-682 200 |
|
|
|
|
|
|
Senior librarian 1515 |
50-66 |
442 400-586 500 |
Head librarian 1077 |
55-65 |
480 600-576 100 |
|
|
|
|
|
|
Engineer 1275 |
35-49 |
358 000-435 500 |
Staff engineer 1084 |
33-45 |
349 800-409 100 |
Staff engineer 1085 |
40-52 |
381 100-456 900 |
|
|
|
|
|
|
Head engineer 1087 |
53-60 |
464 800-524 200 |
Senior engineer 1181 |
58-65 |
505 800-576 100 |
|
|
|
|
|
|
Operating technician 1136 |
38-50 |
371 500-442 400 |
Operations manager 1137 |
45-55 |
409 100-480 600 |
|
|
|
|
|
|
Cleaner 1130 |
30-39 |
338 400-376 100 |
Skilled worker with craft certificate 1203 |
32-40 |
346 000-381 100 |
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