Each organisational agreement has different salary groups or job categories.

A reclassification is the procedure used when a position is moved from one pay grade to another pay grade. This is why reclassifications are also called salary group changes.

A reclassification can be either positional or personal.

Positional reclassifications require that there has been a permanent and significant change in the job content, e.g. change of tasks or areas or increased responsibility.

Personal reclassifications are based on the employee's specific competences, experience, etc. and their implementation in the performance of tasks.

Organisation Agreement Academics (AC)

Terms

Academics can be categorised as:

• Academic employee
• AC-authorised representative
• Specialised consultant
• Senior consultant without personnel management
• Senior consultant with personnel management.

See this memo for a description of the expectations and content of the position as specialised and senior consultant. 

Organisation Agreement Office Clerks (HK)

Terms

Office workers can be categorised into four salary groups. Different rates can be selected under these salary groups. The salary groups and rates are described in the overview below.

The overview is a pixi-version of the organisational agreement and we refer to this in case you need precise wording / further description. Link to the organisational agreement.

Wage group 1.1

• Employees without a vocational education, 18 years of age or older

Wage group 2.1

• Employees with an office education or one of the other educations mentioned in the organisational agreement

Wage group 2.2

• Independent case management requiring specialised knowledge, or
• Performing skilled work - requires relevant education and experience

Wage group 3.1

• Bachelor's degree in public administration etc. or
• Independent case management in areas requiring a high level of specialised knowledge or
• Coordination tasks or
• Management tasks to a lesser extent or
• Independent, qualified work - requires relevant education and experience

Wage group 3.2

• Case management in larger areas and with independent competence in decisions, or
• Management tasks, or
• Independent, qualified work - requires long-term, significant experience and knowledge

Wage group 3.3

• Independent skilled work in significant major areas requiring substantial relevant training and considerable experience and knowledge, or
• Responsible for areas with independent, critical and extensive decision-making competence and considerable responsibility, or
• Management responsibility for a number of subordinates

Wage group 3.4

• Independent, highly skilled work in large areas of significant importance, with overall decision-making authority requiring substantial and relevant training, experience and knowledge, or
• Significant responsibility involving management authority for a large number of subordinates

Wage group 4

Sekretariatschefer ved institutter og dekansekretariater, jævnfør lokalaftale

 

• Heads of secretariats at departments and dean secretariats, see local agreement
• Area managers at level 4 in Shared Services, see local agreement
• Other employees where a basic salary above salary group 3.4 has been agreed locally 

The local agreement can be found here

Organisation Agreement Laboratory Assistants (HK)

Terms

Laboratory assistants can be placed in seven salary groups. Under some of these salary groups, different rates can be selected. The salary groups and rates are described in the overview below.

The overview is a pixi-version of the organisational agreement and we refer to this in case you need precise wording/further description: Link to organisational agreement.

See the organisational agreement for a more detailed description of the wage groups.

Wage group 1.1:

• Student helpers

Wage group 1.2: 

• Employees without a laboratory technician programme, 18 years of age or older

Wage group 2.1:

• Employees without a laboratory technician education, if personal qualifications/competencies or other circumstances indicate this or when the employee has 5 years of seniority in wage group 1.2.
• Employees with a laboratory technician education mentioned in the organisation agreement.

Wage group 2.2: 

• Qualified laboratory technicians and laboratory technicians and environmental technicians with one of the qualifications mentioned in the organisational agreement.
• Laboratory technicians who perform qualified tasks that require relevant training and experience, e.g.
  • independent organisation of laboratory work or field work or
  • independent instruction in monitoring, research, development and teaching tasks or
  • independent responsibility for organising monitoring and research tasks in areas of a certain importance.

Wage group 3

• Laboratory technicians, environmental and laboratory technicians performing more advanced tasks requiring relevant education and long-term experience, e.g.
  •  independent responsibility for organising monitoring, research, development and teaching tasks or
  • independent responsibility for developing, building and optimising analytical equipment/special apparatus or
  • independent responsibility for quality assurance of monitoring and research results in areas requiring a high level of specialist knowledge.

Wage group 4

• laboratory technicians, environmental and laboratory technicians who perform specially qualified or independent tasks requiring relevant training, long-term experience and considerable knowledge, e.g.
  • significant and large areas and with independent decision-making authority or
  • independent, qualified work requiring long-term, considerable experience and knowledge.

Wage group 5

• senior laboratory technicians, environmental and laboratory technicians and specialists who perform independent, qualified tasks that require a relevant education, long-term experience and specialist or managerial skills, e.g.
  • management tasks or
  • tasks that require independent competence in important decisions or
  • independent, qualified work that requires skills at specialist level or
  • the main function is to solve important, independent coordination or planning tasks of a general nature, e.g. in connection with teaching programmes, test or research projects etc.

Wage group 6

• Senior laboratory technicians, environmental and laboratory technicians and specialists employed to undertake independent, highly skilled work in major areas of significant importance requiring relevant training, extensive experience and specialised knowledge or managerial skills, such as
  • independent, specially qualified work in large areas of significant importance, with overall competence in decisions requiring significant and relevant training and very extensive experience and knowledge, or
  • significant responsibility that includes managerial powers for a large number of subordinates or the main function is to solve very significant, interdisciplinary coordination or planning tasks of a general nature, e.g. concerning large and multiple laboratories or major experimental or research projects etc.

 

Organisation agreement IT employees (PROSA)

Terms

IT employees can be placed in four salary groups. The salary groups are described below. The overview is a pixi-version, and we refer to the organisational agreement in case of need for clarification of wording/further descriptions.

Wage group 1

• Unskilled IT workers

Wage group 2

• Skilled IT workers or IT workers with equivalent competences obtained through previous IT work. Wage group 2 consists of 5 one-year steps.

Wage group 3

• Independent, qualified work requiring a relevant education or significant long-term experience and knowledge, or handling significant and large areas and/or with independent decision-making authority, or
• Performing management tasks

Wage group 4

• Independent, skilled work requiring substantial, relevant training and/or long-term experience and competence at specialist level, or
• Areas involving independent, critical and extensive decision-making competence and the assumption of significant responsibility, or
• Significant responsibility involving management authority for a number of subordinates.

Reclassifications are either job-specific or personal.

Personal reclassifications are generally made during the annual salary negotiation.

For personal reclassifications, a justification must be provided. This must state which competences and experience the employee has acquired and how they are used in the performance of the job.

Position-specific reclassifications typically take place during the annual salary negotiation. However, exceptions to this are situations where there is a significant change in conditions and the effective date of the change can be clearly identified, for example if an employee is given a new function or task that results in a significant change in job content.

Position-specific reclassifications must be justified by a description of the changes in the position.

Calculation tool.

Form about reclassificaiton.

Info regarding the annual salary negotiations.