MONITORING THE SALARY SCHEME. The job content, the definition of the job requirements and the qualification assessment must be reviewed together with the salaried employee once a year during the development discussion or similar appraisal. The career discussion takes place every four years. Successful assessment requires managers are given appropriate training so that they are able to apply the assessment factors adopted in the workplace in a consistent and harmonised manner. The monitoring of the salary scheme should be linked to the annual management cycle, and the monitoring should be systematic and far-reaching. The unions will provide guidance and advise in the application of the salary scheme and organise training if necessary. ANNEX 2
MONITORING THE SALARY SCHEME. The salary scheme requires a thorough understanding of the content and application of the scheme. Careful initial planning makes the monitoring of the scheme easier. In the following is a summary of the issues to be agreed on at the workplace. • Persons responsible for the salary scheme monitoring • Communicating the content of the scheme * All those covered by the scheme must be aware of the factors affecting their salary. • Job descriptions * The assessment of job requirement is carried out on the basis of the actual job descriptions. * The job descriptions must be carefully considered. If the classification is performed based on earlier practices, something essential may be missed. • Assessment of job requirement * The work carried out by the assessment group, for which further instructions can be found in this document in the section on the job requirement. • Qualification assessment system * Personal qualifications are determined using an agreed qualification assessment system. • Qualification assessment training for supervisors * Introduction to the content, significance and role of the qualification assessment system for the users of the system. * A more detailed account can be found the section of this document on personal qualifications. • Length-of-service allowance * The accumulation and amount of the allowance are agreed in the collective agreement negotiations. • A new basis for salary formation * During the implementation phase, salaries under the old and new schemes must be reconciled without reducing anyone's salary. • Informing of the results * The results produced by the new salary scheme must be communicated to the persons affected by the scheme. • Organisation of the monitoring COLLECTIVE AGREEMENT FOR SALARIED EMPLOYEES * Monitoring the system requires a new set of rules to guide, at least, the updating of job descriptions, the review of job requirement assessments and to secure consistency in the personal qualification assessment.
