Universities employ the YPJ salary system for Finnish universities. The salary comprises a job-related salary element, a personal salary element and any supplements practised by universities, such as an international bonus (in international recruitment) or a productivity bonus.
Job-related salary element
The job-related salary element shall be determined on the basis of the job requirements. The requirement levels are described in the collective agreement.
- The job requirement scheme for teaching and research staff is provided in Appendix 1.
- The job requirement table for other staff is provided in Appendix 2.
A requirement level is determined at the beginning of the employment relationship and then assessed and confirmed six (6) months after the beginning of employment. This means that the salary paid at the beginning of the employment is a preliminary salary which may be changed.
Each university has two evaluation groups, one for teaching and research staff and one for other staff. The evaluation groups shall consider the requirement evaluations of new and modified positions. The employer will then confirm the requirement level.
The employer may also pay a job requirement bonus if the job has not been sufficiently modified to fulfill all the criteria of the next requirement level. The job requirement bonus amounts to 50% of the salary difference between the job requirement level of the employee’s position and the next highest job requirement level.
Personal salary element
The personal salary element shall be determined on the basis of the individual performance level. The duties of the teaching and research staff are determined in the work plan.
The evaluation is performed on a scale of 1–9 (collective agreement appendices 3–4). The personal salary element shall be reviewed at evaluation discussions conducted between employees and their supervisors every second year.
The employer may also pay a performance bonus if performance has not changed sufficiently to fulfill all the criteria of the next level of the evaluation scale. The performance bonus amounts to 50% of the salary difference between the performance level of the employee and the next highest performance level.