Assessment areas and salary criteria
Guidelines have been created to assist the assessment of an employee’s work performance. The guidelines contain a description of which areas should be assessed and suggested salary criteria for each area. Additionally, the descriptions of different levels may be used as review tools together with a suggested form for documentation of the performance review.
It is important to be aware of the difference between assessment areas and salary criteria. The assessment areas described are important parts of the employee’s work which the university direction has decided should be assessed. The salary criteria are examples and suggestions within each assessment area. The point is not for all salary criteria within an assessment area necessarily should be used at a department/division. Instead, the idea is that each department/division may use the suggested salary criteria to develop and define its own particular salary criteria which should be used within the area under assessment.
Salary criteria for researchers and teaching staff
- Six assessment areas should be considered.
- All assessment areas have been formed focusing on performance
- All assessment areas are formed based on areas, e.g. “performance in research”.
- Each separate assessment area contains suggestions and examples of salary criteria, i.e. suggestions of different types of performances within each area.
Salary criteria for technical and administrative staff (TA-staff)
- Four assessment areas should be considered.
- All assessment areas have been formed focusing on performance
- Each separate assessment area contains suggestions and examples of salary criteria, i.e. suggestions of different types of performances within each area.