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Employee participation

Local salary negotiations 2016

Information, documents and links related to the local wage settlement according to the Basic Agreement for State Employees, section 2.5.1. and 2.5.3.


Time of negotiation 

The trade unions and the HiOA administration have held preparatory meetings on September 7 and 8.

Two different courses of negotiation have been agreed upon:

  • The employer will negotiate with Akademikerne (The Federation of Norwegian Professional Associations), NITO and NFaF on October 31.
  • The employer will negotiate with LO, YS Stat and Unio on November 22, 23, 24 and 28.

Which agreement applies to you?

Akademikerne's agreement applies to all employees who were members of Akademikerne, NITO or the Norwegian Pharmaceutical Association on May 1, 2016.

Non-union employees who have joined one of Akademikerne’s associations after May 1 also fall under the agreement.

If you are member of one of Akademikerne’s associations but your employment at HiOA started after May 1 this year, you are also covered.

Everyone else - including non-union employees - fall under the LO-YS-Unio agreement.

Date of effect

The date of effect for the promotions is July 1, 2016.

Deadline for submitting pay rise claims

Everyone must contact their trade unions to know the deadline for submitting pay rise claims.

The following unions have already set October 3 as the deadline:

  • Samfunnsviterne
  • Tekna (The Norwegian Society of Graduate Technical and Scientific Professionals)
  • Norwegian Association of Lawyers
  • Econa
  • Norwegian Association of Graduate Teachers
  • The Norwegian Psychological Association
  • NITO (The Norwegian Society of Engineers and Technologists)
  • The Norwegian Association of Pharmacists
  • Norwegian Nurses Organisation (12 o’clock)

Non-union employees may submit proposals for pay rise claims to their immediate manager with deadline on October 3. The manager assesses whether he or she wishes to include it along with the other claims filed by the unit. 

What is negotiated?

  • The pool of money in the negotiation with the Federation of Norwegian Professional Associations is of NOK 3.2 million.
  • The pool of money in the negotiations with LO-YS-Unio is of approximately NOK 15 million.

We are approximately 2300 employees at HiOA, and together the pools add up to over 18.25 million. By comparison, in 2014 a pool of about NOK 20 million was distributed on 2000 employees. Just under a quarter of the employees were awarded in the settlement at that time.


The statistics are presented in a form that protects the identity of all individuals.

Information about personal salary

If you need information about your own salary as of July 1, please contact your trade unions.

Guidelines / priorities

Føringer er de prioriteringer som enten arbeidsgiver, organisasjonene eller begge parter i felleskap (omforente) har for forhandlingene. Hvilke føringer som er gjeldende for årets forhandlinger finner du i The guidelines are the priorities that the employer, the trade unions or both parties together have for the negotiations. Which instructions apply for this year's negotiations can be found in the minutes of the preparatory meetings:

Recommended standards for formulating pay rise claims

In the preparatory meeting, employers and organisations agreed that salary increases usually should imply a promotion of 2 to 4 salary grades. Moreover, one must also consider the size of the claim. For example; a promotion of 4 salary grades for a person paid in salary grade 75, corresponds to NOK 82 000, while a promotion of 4 salary grades for a person in salary grade 50 equals NOK 30 000.

Furthermore, the parties agreed that the time that has passed since you last received a salary review should be considered when prioritising the pay rise claims in the settlement. The less time that as passed, the lower the priority will be.

Employers and LO-YS-Unio also agreed that two years should normally have passed, starting July 1, 2014, since your previous salary increase. Exceptions must be justified in each case.

We encourage all those who submit pay rise claims to keep the claim to one side – no more than two.

If you wish to submit a pay rise claim that "does not add up to" an integer number of salary grades, you have the opportunity to make claims based on both salary grades and on bonuses (kronetilllegg) - alternatively a combination.

Form for pay rise claims HTA 2.5.1

Pay rise claims must be submitted in standardised forms

Form for employees

Form for employers

Negotiations results


Minutes must be taken during all negotiations.

The minutes will be put out for review in all reception areas at all campuses. Anyone can obtain a paper copy upon request. They will not be published electronically on-line. 

Letter to those who have received a salary increase

Anyone who gets a salary increase will be notified by letter after the negotiations are concluded.

Evaluation of the 2.5.1 negotiations in 2017

Local salary negotiations - general information

Here you will find general information about salary negotiations at HiOA - negotiations according to the Basic Agreement(s), paragraphs 2.5.1 and 2.5.3 (previously 2.3.3 and 2.3.4).

According to the Basic Collective Agreement, only the parties (i.e. the employer on one side or the trade unions on the other) may promote pay rise claims or claims for position changes. If you wish to make a claim on your own behalf, you must therefore submit your claim to your trade union and get them to file it. Alternatively, you may submit it to your manager, who then chooses to file the claim through the Faculty Administration / HR department. If you are a non-union employee, only your manager can file claims for you.


The General Collective Agreement in the State

There are essentially two types of local salary negotiations; the 2.5.1- and 2.5.3 negotiations. These have been given their names according to where they can be found in the General Collective Agreement.

Two different general collective agreements have been stipulated for the period May 1, 2016 to April 30, 2018. One of them between the Federation of Norwegian Professional Associations and the State (the agreement also applies to NITO and the Norwegian Pharmaceutical Association), the second between LO-Stat, Unio, YS-Stat and the State. The latter agreement also includes people not registered in a trade union.

2.5.1 (prev. 2.3.3) negotiations

Salary negotiations in the State is a process that takes place in three stages:

  1. The main settlement is the central negotiation in which the entire General Collective Agreement in the State is subject to discussion. The value of each salary grade is determined in the main settlement. It is only in connection with this part of the settlement that the parties - both trade unions and employers - are allowed to make use of industrial action such as strike or lockout.
  2. The adjustment settlement also takes place between the central parties. Here the parties make changes to the salary framework or changes that apply to entire occupational groups or job codes.
  3. The local wage settlement is the final step in the process, and takes place in the autumn. The central parties have allocated a certain percentage of the total settlement for local distribution. In addition, the local employer party may choose to inject funds.

If there are several basic collective agreements, as happened in 2016, two different cycles of negotiation may be necessary. 


2.5.3 (prev. 2.3.4) negotiations

There are three annual cycles of 2.5.3 negotiations - in February, June and October – each with a deadline for submitting pay rise claims in the beginning of January, May and September.

Claims made after this provision should have one (or more) of the following three reasons:

  • The content of the position is significantly changed. The change must be qualitative – i.e. the tasks are of a different nature than previously, not only that your workload has increased. Furthermore, the change must be large enough as to not be considered a natural development of the job. The higher the qualification degree is for your position, the more new tasks you will have to tolerate without counting on a salary increase.
  • You have done an extraordinary job. This is more than just working hard for some time, and doing your part of a workload in an everyday life characterised by seasonal ups and downs. You must have done something beyond what an employer would normally expect of you. This will normally be rewarded with a time limited bonus (kronetillegg) instead of a permanent wage increase in the form of salary grade promotion.
  • Increased salary to recruit or retain an employee. If someone is about to quit at HiOA, or if one has a specific and legitimate reason to fear this, one can claim a salary increase. It is primarily the employer who tends to make demands pursuant to this provision, but the trade unions may also do this. A fixed date has not been set for the effects of 2.5.3-claims. The date of effect is subject to negotiation in the actual claim. If no claims have been made about the promotion and its date of effect, the date will be set to the 1st of the month in which the claim is submitted. 

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