Joint Starting Points. Salary setting and salary development take place against the background of the individual company’s economic preconditions. Thereby, the economic preconditions for salary development in real terms are created. It is of great importance for the development and competitiveness of the companies that they are able to retain employees with the right competence, who throughout their professional lives are granted the opportunity to and motives for a purposeful development of their individual competence. Particular attention shall be paid to salaried employees for whom the development of competence and salary is unfavourable. Salaries shall be individual and differentiated. Salaries shall be set in consideration of the responsibility and degree of difficulty in the position and the manner in which the salaried employee fulfils the demands. The salary should increase with increasing responsibility and degree of difficulty and when the salaried employee’s performance and skills increase. Each salaried employee shall be aware of the basis on which the salary is determined and what the salaried employee may do in order to achieve salary increases. Each manager should hold salary and employee reviews as a means of obtaining a basis for assessing development needs and salary setting for the employee. Market forces and the local parties’ desires for a certain salary structure in the company also affect the salaries. Increased knowledge and experience lead to the salaried employee being able to develop to perform work assignments that are more qualified and require more responsibility. This should be reflected in the salary, and increases consequently be given in excess of the general scope. Among upper level salaried employees, managers as well as supervisors and specialists, the following factors are of special significance in the salary setting: leadership, judgment and initiative, economic responsibility, inventiveness and innovation as well as pedagogic abilities. Men and women shall have equivalent salary for work that is equivalent or that can be considered equivalent. The parties agree that the local parties before the salary negotiation are to analyse women’s salaries in relation to the men’s. If these analyses show that there are unjustified salary differences at the company, these are to be adjusted in connection with the negotiations. In connection with salary mapping according to the Discrimination Act, the local parties should find and dev...
