Salary, Benefits and Competence development
As an academic, it should pay off to take the next career step and assume greater responsibility and more complex tasks – throughout your career.Therefore, it is important that employees are offered a market-based salary and a diverse range of benefits, tailored to different stages of life.
Motivating salary reflecting responsibility and performance
For AF believes that salary should reward responsibility, performance and competence throughout the entire career. There should be a clear company strategy coordinating local and central decisions. Salary reviews should be smooth and meaningful, with increases based on performance and differentiation to create drive. Managers should have greater authority to set salaries, both during salary reviews and for changes throughout the year.
To maintain structure and raise salary levels, promotion and broadening supplements need to increase. New career steps, increased responsibility and moving to more complex roles should always result in an immediate salary increase.
Transparency and clarity in Job Architecture
Employees should understand how their role is classified in the Job Architecture structure and always be informed of changes. For major adjustments affecting members, AF should be involved early. Correct classification should ensure market-based salary and development. Manager roles should be particularly scrutinised to ensure fairness and clarity.
Attractive benefits for all of working life
According to AF, benefits should complement salary and be tailored to different life stages.
Overtime compensation should be voluntary and provide reasonable remuneration. Employees should be able to switch between holiday compensation, salary and extra holiday days.
Commuting benefits should be available for all forms of transport, such as bicycles, public transport and Scania Go. The opportunity to lease used staff cars (second lease) should be offered under favourable conditions.
The company should continue to pay occupational pension even after the age of 65.
Benefits should be communicated clearly and accessibly, so that all employees understand what is offered and how to utilise them.
Competence and career development go hand in hand
Continuous competence development is a prerequisite for academics to remain attractive in the labour market, maintain high quality work and progress in their careers. When the employee’s ambition meets the company’s needs, both personal development and long-term competitiveness are created.
AF regards it as obvious that there should be time and support for learning during working hours. All employees should have good conditions for continuous learning and comptence development through time, resources and support, as well as regular dialogue with their manager.