The Swedish Agency for Government Employers and Saco-S centrally have agreed that all government operations will apply wage-setting talks instead of the traditional model of collective bargaining between the union and the employer. Salary setting talks mean that each employee has a salary setting discussion with their manager. The conversation should be preceded by a performance review where you as an employee and your manager agree on what you should do. The performance review will then be followed up during the year leading up to the salary review.
Implementation of the salary review takes place in three steps:
Step 1: Planning
Manager and employee must have annual performance reviews. The manager must call for the call in good time. In the performance appraisal, which focuses on the entire work situation, manager and employee must jointly draw up an individual plan that is documented in writing and signed by both parties. It must be clear what is expected of each party and what the employee can do to influence their salary.
Step 2: Follow-up
Manager and employee must continuously follow up what has been said in the performance appraisal. The focus should be on the content of the work and the goals of the business based on the performance review, as well as how well the work is carried out. The opinion of both parties should be aired.
Before the third step, the manager must give feedback on his assessment of the employee's work performance.
Step 3: Salary review
Based on the dialogue that has taken place in step 1 and step 2, the manager must communicate and justify a new salary in the salary review. Both good and less good salary development must be justified. For employees who are members of a Saco-S union, this takes place in dialogue between manager and employee in the salary setting discussion.