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Employment

Employee participation

Pay policy

The local pay policy applies to all OsloMet’s employees. Salary is an important part of our HR policy and should facilitate for the recruitment, development and retention of qualified and motivated staff who can help OsloMet in attaining its goals.

Pay policy for Oslo Metropolitan University

This document sets out guidelines for OsloMet's work on pay policy. It has been prepared in close cooperation between representatives of the unions and the management.

The parties agree that our local pay policy should not be seen as static, but rather as a policy that is continually developed through cooperation between the management and the trade unions at OsloMet. OsloMet reviews its pay policy in connection with the local negotiations.

Contents

1. Pay policy goals

OsloMet's pay policy should be a part of the organisation’s overall policies, strategies, plans and measures. The pay policy is an important part of our HR policy and should be known to our employees.

The goals of our pay policy are to:

  • ensure a comprehensive pay policy over time and counteract structural differences
  • stimulate active and targeted efforts that help OsloMet in attaining satisfactory results
  • ensure wage rises for all employees over time  
  • stimulate targeted competence development
  • promote equal pay between the sexes
  • ensure consistency between salary and qualifications
  • support the different career paths of the university
  • be a conscious measure for the recruitment and retention of staff

OsloMet's pay policy is based on a system targeted at assessing the actual responsibilities and tasks assigned to each position. It is a measure for ensuring equal pay for equal work, while allowing performance to be appreciated and rewarded in a more targeted manner. It is important to draw a clear distinction between job assessment (assessment of the work tasks and responsibilities assigned to a position), and personal assessment (assessment of how the individual performs these tasks).

2. Determining salary

It is important to draw a clear distinction between the assessment of the tasks and responsibilities assigned to a position and how the person holding the position performs these tasks.

The assessment of the wage conditions is part of the individual manager's responsibility for evaluating, following up and stimulating his/her own staff.

The general job descriptions in the position structure must be taken into account both when appointing staff and in local salary negotiations, and must ensure that OsloMet has a coherent position structure.

Salary is determined in the following ways:
  • upon appointment, based on central frameworks and guidelines as well as local pay policy
  • by assessment after 12 months' employment and upon transition from temporary to permanent employment (Basic Collective Agreement (BCA) section 2.5.5)
  • upon competency-based promotion of teaching and research staff
  • through central collective agreements
  • through local negotiations (BCA 2.5.1 and 2.5.3)
  • through local special agreements
A. Salary grade upon appointment

Before a job opening is advertised, a job assessment must be carried out based on the job description and the required qualifications. This assessment must form the basis for the recruitment process and when deciding the appropriate salary grade.

The salary grade that applies when a job opening is advertised at OsloMet is regulated in separate guidelines that have been deliberated with the trade unions (see appendix 1 and 3).

When appointing staff, the employer must conduct a salary assessment based on the job assessment, the personal assessment and the market situation. These factors together form the basis for determining the final salary grade.

B. Job assessment

Job descriptions and required qualifications for technical and administrative positions have been developed (see appendix 1). This guiding description and the position’s duties and required qualifications must form the basis for the work on position structure and be used in connection with the advertisement of job openings. The required qualifications stated in announcements must coincide with the basic requirements necessary for the respective positions.

A common position structure for teaching and research positions at universities and university colleges has been determined in the Regulation on employment and promotion in teaching and research positions of February 9th, 2006, and in the Regulation on employment conditions for positions such as postdoctoral fellow, PhD candidate, research assistant and specialist candidate of January 31st, 2006.

C. Determining salary pursuant to the BCA section 2.5.5

The employer must reassess the employee's salary grade within the position’s salary scale within 12 months of employment and upon transition from a temporary to a permanent position.

The unions must be informed about any use of the BCA section 2.5.5 once a year.

D. Competency-based promotion of teaching and research staff

Upon promotion to associate professor (not to researcher, position code 1109), the employer chooses between the following options when deciding the employee’s new salary grade:

  • either the employee is placed in the lowest salary grade for his /her new position or given an equivalent pay rise as the members of Akademikerne
  • or the employee is awarded four salary grades more than his/her previous position as an assistant professor entitled him/her to or given an equivalent pay rise as the members of Akademikerne.

Upon promotion to professor/docent professor, the employer chooses between the following options when deciding the employee’s new salary grade:

  • either the employee is placed in salary grade 75 or given an annual wage equivalent to those of the members of Akademikerne
  • or the employee is awarded four salary grades more than his/her previous position entitled him/her to or given an equivalent pay rise as the members of Akademikerne.
  • following further assessment, one or two extra salary grades, or a wage equivalent to that of Akademikerne, may be given to the employee. If such a solution is desired, the unions must be informed with the opportunity to request negotiations within 1 week.
E. Salary conversation

Employees are entitled to an annual conversation about competency, responsibility, salary and career development. The conversations should contribute to guarantee equal pay between the sexes. Upon re-entry following parental leave, the employee must be offered such a conversation.

3. Salary negotiations

Oslo Metropolitan University of Applied Sciences is an independent negotiating arena with equal parties.

The negotiations are conducted pursuant to the basic collective agreement(s) that apply at that point in time. They take place at the organisational level unless the parties agree that the operating unit’s level (faculties /SVA/central administration) is appropriate.

3.1. Common terminology

It is important that the parties have a common understanding and use the same terminology in connection with the negotiations. This is why it is important for the parties to hold annual joint training meetings in order to review the salary and negotiation system.

3.2. Duty of confidentiality and code of ethics in the negotiation process
  • Questions regarding impartiality must be assessed upon initiating the negotiations.
  • Information about requirements and offers that emerges in the course of the negotiation process must be treated confidentially.
  • Information about individuals that emerges during the course of the negotiation process must not be disclosed to others.
  • Only the minutes of the negotiations may be made public.
  • The employer is obliged to inform relevant members of staff  in advance of any information of a negative nature that may emerge during the negotiations.
  • You cannot be involved in negotiations on your personal salary; see the BCA section 2.2.4, point 7.
3.3. Local salary negotiations – 2.5.1 negotiations   

These negotiations are conducted on the basis of the BCA, central guidelines and local pay policy. The parties may provide their own guidelines and agree on additional ones beyond those present in the pay policy. The negotiations normally take place once every calendar year with effect from an agreed date.

The local negotiations are financed with funds granted by the central parties. The board at OsloMet may contribute with funds from the budget.

The negotiations may result in a pay rise for groups and/or for individual employees. The persons holding the positions will be considered for a salary and/or position change following a comprehensive assessment.

Employees on payed leave are also covered by the negotiations and should be assessed on a salary basis.

The requirements will be promoted on separate forms - new forms will be available shortly.

Preparatory meeting

At least one preparatory meeting must be held between the parties before commencing the negotiations. In the meeting the parties will review:

  • the size of the total amount to be negotiated about
  • considerations relating to gender equality and equal pay
  • the minutes of the previous negotiation’s evaluation meeting
  • the deadline for submitting demands, the meeting schedule and the plan for how the negotiations should be conducted
  • the parties' guidelines and priorities, information routines that must be followed in connection with the negotiations and their results
  • the criteria in appendix 2
  • the type of figures to be used in the negotiations. The numbers and statistics must be made ready well ahead of the start of the negotiations

Minutes must be kept of the preparatory meeting and approved by the parties.

Evaluation meeting

Shortly following the termination of the local negotiations, the parties must meet to evaluate the conduct of the negotiations. Proposed improvements etc. must be recorded in the minutes of the meeting, which must be approved by the parties.

3.4. Local negotiations – 2.5.3 negotiations

Pursuant to the Basic Collective Agreement, the parties may enter into negotiations on special grounds when:

  • the conditions for determining the salary for a position/employee have significantly changed
  • it is particularly difficult to recruit/retain staff with special qualifications
  • employees have put in an extraordinary effort
  • reorganisations/organisational changes have been implemented where two or more organisations/operating units have been merged and this has resulted in unwarranted salary differences.

These requirements will be promoted on separate forms - new forms will be available shortly.

Demands submitted in accordance with BCA section 2.5.3 will be negotiated three times a year; February, June and October, unless otherwise agreed.

Demands for negotiations based on significant changes to a position should be documented by a job description and/or a job assessment, or by information that in any other way would make it possible to assess how the employee's duties have changed.

The date of effect for the pay rise or promotion will be decided during the negotiations.

In principle, the negotiations will be conducted on an unrestricted basis and without any financial limits, and the results must be covered within the allocated budgetary framework.

Pay policy at Oslo Metropolitan University (pdf) (in Norwegian only)

Appendix 1 – Job description and qualification requirements

Contents

Teaching and research positions

The job description and qualification requirements for teaching and research positions are governed by the Regulations on employment and promotion in teaching and research positions (FOR 2006-02-09 nr. 129).

The regulations apply to the following positions:

  • Professor
  • Docent
  • Associate professor (Førsteamanuensis)
  • Associate professor (Førstelektor)
  • Assistant professor
  • University college teacher

The criteria for promotion in research positions are stipulated in the Personal Report (PR) 1998-11 Regulations for promotion to researcher 1183 and PR 2011-05 Regulations for promotion to researcher 1109 in state-owned enterprises. 

  • Researcher
  • Job description and qualification requirements for recruitment and education positions are regulated in the Regulations on employment conditions for positions such as postdoctoral fellow, PhD candidate, research assistant and specialist candidate, (FOR 2006-01-31 nr. 102).
  • PhD candidate
  • Research assistant

Administrative positions

Code 1069 – Secretary (Førstefullmektig)

May only be used for certain types of temporary positions such as paid student helpers, extra assistants etc.

In general, the university should require a completed university degree for case processing positions. For certain positions, the education requirement can be compensated by relevant work experience.

Code 1063 - First Secretary (Førstesekretær)

May only be used for certain types of temporary positions such as paid student helpers, extra assistants etc.

Code 1065 – Executive Officer

Starting position for those who have obtained a craft certificate. May also be used for student assistants who have been assigned more responsibilities than the positions with codes 1069 and 1063.

Job description: position with office administrative tasks and case processing. Duties may involve:

  • preparatory and supplementary work in connection with meetings
  • special tasks related to the subject area
  • simpler, routine-based tasks / case processing

Qualification requirements: satisfactory general education equivalent to a craft certificate or upper secondary school. Good communication skills and a service oriented mentality are required. Experience in the use of relevant computer programmes is desirable.

Code 1408 – Higher Executive Officer

Job description: As a general rule, the higher executive officer position should be used in special areas, i.e. the position’s tasks should be linked to one of the administrative fields of study, such as records, accounting, HR, salary, study or research administration. Regarding the nature of the tasks, the position will entail responsibility for management, guidance and case processing. The tasks are normally performed according to established guidelines, laid down in laws, agreements and regulations, but the person holding the position must be able to independently make interpretations, assessments and discretionary judgments.

Qualification requirements: a university or university college degree is required, preferably a bachelor's degree. Long and relevant experience can compensate for the requirement of formal education.

Code 1363 - Senior Executive Officer

Job description: additional tasks may be added to the senior executive officer position, such as development tasks, coordination of services, special supervisory responsibility and / or other tasks that require special skills within the fields that correspond to those of the higher executive officer 1408.

Qualification requirements: bachelor's degree required. Furthermore, relevant experience and proven ability for independent and result-oriented work is required. Very good and relevant experience can compensate for the requirement of formal education.

Code 1434 - Adviser

Job description: the adviser position differs from the positions of higher executive officer / senior executive officer, in the way that the adviser, to a greater extent, personally provides the basis for the task execution, makes assessments and impact analysis, draws conclusions and promotes proposals for solutions.

Examples of duties in the adviser position may be:

  • investigative / development tasks that require a high degree of autonomy
  • counselling, course activities / organised training, e.g. in connection with competence building within specific case areas or fields of study
  • preparation of basic / overreaching issues for the management and the governing bodies
  • drawing up regulations
  • secretarial and coordination functions in project work, group/committee work or other team-organised form of work with complex tasks / investigations

Qualification requirements: a university or university college education, at least a bachelor's degree, is required, as well as relevant experience and proven ability for independent and result-oriented work. Very good and relevant experience can compensate for the requirement of formal education.

Code 1364 - Senior Adviser

Job description: the senior adviser position includes highly qualified investigation and advisory work of a particular independent nature and / or academic guidance. In addition to the tasks performed by an adviser, senior advisers may be given duties such as:

  • responsibility for strategy and analysis work
  • tasks of a particularly complex nature
  • responsibility for development tasks and / or alternative tasks to the traditional management.
  • responsibility for functions / tasks that require a particularly high degree of interaction across units.
  • specially advanced case processing work with high standards of independence and problem solving ability

Qualification requirements: A university or university college education is required, preferably a master's degree. Furthermore, long and relevant experience and proven ability for independent and result-oriented work is required.

Code 1113 - Project Manager

The position of project manager is used for larger projects of independent character.

The position may be temporary or permanent. A person holding a permanent position as a project manager has the professional management of varying projects as a permanent task.

Job discription: the project manager manages, plans and organises projects. Duties may consist in:

  • preparing project descriptions and detailed project plans
  • coordinating and organising the project’s resources
  • drawing up and following up the budget
  • responsibilities for ongoing evaluation and quality assurance

Qualification requirements: A university or university college education, preferably a master's degree, as well as relevant experience and proven ability for independent and result-oriented work is required. Very good and relevant experience can compensate for the requirement of formal education.

Managerial positions

Code 1260 – Head of Section

Job description: The position as head of section has been assigned management functions, overall administrative tasks including budget responsibility, academic responsibility and HR responsibility at the section level. Organisationally, the head of section position is generally  placed under the director.

Qualification requirements: relevant university or university college education, preferably at the master's level is required. Prior learning and work experience pertinent to the relevant tasks can compensate for the formal education requirement. Emphasis is placed on management skills and experiences and administrative and academic competence.

Code 1054 – Head of Office

Job description: the position as head of office has been assigned management functions, overall administrative tasks including budget responsibility, academic responsibility and HR responsibility at the office level. Organisationally, the head of office position is generally placed under the head of section.

Qualification requirements: relevant university or university college education, preferably at the master's level is required. Prior learning and work experience pertinent to the relevant tasks can compensate for the formal education requirement. Emphasis is placed on management skills and experiences and administrative and academic competence.

Code 1060 - Division Director

Code 1062 - Director

The rector approves the job description and qualification requirements of the director ORV and DI following consultations with the organisations. The director of Human Resources approves the job descriptions and qualification requirements of the other members of the central administration. The faculty director approves the job descriptions and qualification requirements of the head of section and head of office at the faculty.

Code 1004 - Rector

Code 1473 – Head of Studies

Code 1475 - Head of Department

Code 1474 - Dean

The university board approves the job description and qualification requirements of the rector and the vice-rector (in code 1062). The rector approves the job description and qualification requirements of the dean following consultations with the trade unions. The dean / head of centre approves the job description and qualification requirements of the rest.

Job descriptions have been prepared for the dean, head of department and head of studies.

Technical positions

Code 1083 - Engineer

Starting position for those who obtained a craft certificate.

Job description: duties may include:

  • first line level user support on technical subjects areas
  • operation of technical equipment or laboratories

Qualification requirements: satisfactory general education equivalent to a craft certificate or upper secondary school. Emphasis is placed on good communication skills and a service oriented mentality.

Code 1085 - Staff Engineer

Job desccription: The staff engineer position may be assigned independent operational tasks within technical support for academic activity and administration. Examples of task include:

  • technical-academic support in research and teaching
  • management, maintenance and operation of simple scientific equipment
  • instruction and user support
  • operation and monitoring of workplace equipment
  • coordination of technical services

Qualification requirements: relevant university or university college education, preferably at the master's level, is required. Prior learning and work experience pertinent to the relevant tasks can compensate for the formal education requirement. Furthermore, relevant work experience may be required.

Code 1087 – Head Engineer

Job description: the head engineer may be assigned specialist functions and / or work management within various technical subject areas. Examples of duties can be:

  • independent responsibility for advanced special equipment and method development, construction of research equipment, laboratory operations
  • engineering, budgeting
  • independent responsibility for training, teaching, dissemination, design / execution of exhibitions
  • IT tasks at a high academic level, such as the development of IT services, system administration

Qualification requirements: relevant university or university college education, preferably at the master's level, is required. Prior learning and work experience pertinent to the relevant tasks can compensate for the formal education requirement. Emphasis can be placed on special requirements, education and experience depending on the job's functions.

Code 1181 Senior Engineer

Job description: the position as a senior engineer includes highly qualified academic work, and may for example be assigned responsibility for areas such as:

  • development tasks that require specialist qualifications within areas such as IT, workshop or laboratory activities
  • counselling / academic guidance, for example in connection with competence building within a specific field of study, and / or academic / scientific-related teaching activities
  • permanent functions / tasks of a particularly complex nature and /or tasks that are located in  departmental boundaries and require a special degree of interaction between units
  • research-related activities of an independent nature
  • independent responsibility for initiating and further developing technical fields of study

Qualification requirements: relevant university or university college education, preferably at the master's level, is required. Prior learning and work experience pertinent to the relevant tasks can compensate for the formal education requirement. Furthermore, extensive and relevant academic experience and high level specialist qualifications adapted to the position's functions is a requirement.

Code 1136 - Operating Technician

Job description: the position as an operating technician is in charge of technical operational tasks such as:

  • internal supervision of buildings
  • fire control
  • follow-up, maintenance and repairs
  • room facilitation
  • technical assistance

Qualification requirements: practical and theoretical training in relevant subject areas or a relevant background in handicraft. A craft certificate in a relevant field is an advantage. Relevant experience.

Code 1137 – Operations Manger

Job description: the operations manager will be responsible for:

  • internal supervision of buildings
  • fire control and follow-up
  • securing of buildings
  • work management of operating technicians in the relevant work area

Qualification requirements: practical and theoretical training in relevant subject areas as well as a relevant background in handicraft. A craft certificate in a relevant field is an advantage. Emphasis is placed on management skills / experience.

Code 1130 - Cleaner

Job description: the cleaner position includes all types of regular cleaning.

Qualification requirements: there a no special requirements for education, but emphasis is placed on knowledge of the work area and experience.

Code 1203 – Skilled worker with craft certificate

Job description: the position is intended for cleaners and includes all types of cleaning.

Qualification requirements: a craft certificate within cleaning is required. In addition, emphasis is placed on knowledge of the work area and experience.

Librarian positions

The ministry has designed the "Regulations on the promotion from university librarian to first librarian" (Circular letter F-14-95).

Code 1410 - Librarian

Job description: the position is associated with ordinary library-academic work areas. The tasks are normally performed according to established guidelines as laid down in, for example, laws, agreements and regulations, but the person holding the position must be able to independently make interpretations, assessments and discretionary judgments.

Qualification requirements: a university or university college degree is required as a librarian or other equivalent positions.

Code 1515 - Senior Librarian

Job description: the position requires specialisation within the subject field and consist of tasks that require discretion and independence. These may include work with academic gatherings and services.

Qualification requirements: a university or university college degree is required as a librarian or equivalent positions, as well as relevant experience and / or other education.

Code 1077 - Head Librarian

Job description: as senior librarian 1515. In addition, the position involves specialist functions and / or management.

Qualification requirements: a university or university college degree is required as a librarian or equivalent positions, as well as relevant experience. If the position is in linked with special academic environments there may be requirements for relevant vocational education.

Code 1199 - Research Librarian

Job description: the position can be assigned high level specialist functions within different subject areas and requires a significant degree of specialisation and high standards of independence in the performance of its tasks. The research librarian can be connected to the doctoral programmes and will then have special responsibility for the PhD candidates on the programmes and their research. They may also be responsible for the follow-up of the research staff.

Qualification requirements: a relevant university or university college education, at least a master's degree or equivalent. If the position is linked with special academic environments there may be requirements for relevant vocational education. Employees without an education in librarianship / documentation science or equivalent must complete compulsory training.

Code 1200 – Senior Research Librarian

Job description: the position may be assigned high level specialist functions within various subject areas, and requires a significant degree of specialisation and high standards of independence in the performance of its tasks.

Qualification requirements: as for research librarian, code 1199. In addition, the person must be eligible for promotion to senior research librarian in accordance with the relevant promotional regulations.

Appendix 1 -  Job descriptions and qualification requirements (pdf in Norwegian)

Appendix 2 - Assessment elements for local negotiations

The salary grade should reflect the duties, responsibilities and qualifications of the individual employee, as well as recognise and award achievements and efforts that help OsloMet achieve its goals. At the same time, structural and group considerations, as well as the need to correct unfair salary differentials, can be included as factors.

OsloMet will guarantee its employees a reasonable salary grade and a positive salary development over time. The local negotiations must ensure an equal pay perspective.

Elements

Job performance

  • high quality performance of the work tasks
  • interested in and willing to learn, take on new tasks and enter new areas of work
  • willing to assume responsibility
  • contributes to streamlining in the form of academic and work development, establishment of new /improved routines, new technology, etc.
  • initiates and follows up academic activities within their own area
  • contributes to greater interaction internally and externally
  • provides quality services to employees, students and externals
  • has completed relevant competence enhancement or developed their own academic competence

Cooperation and working environment

  • contributes to creating a good working environment for employees and students
  • shares knowledge, information and resources
  • contributes to participative decision-making
  • contributes to an inclusive work life
  • holds positions in governing bodies, committees or trade unions

Strategy and values

  • work to promote gender equality
  • work to promote diversity
  • participates in councils, committees, networks etc.
  • contributes with good research and development efforts
  • disseminates and publishes in a way that strengthens and promotes the university's educational provisions and academic focus areas
  • contributes to the work on digitisation
  • contributes to the work on internationalisation
  • contributes to transition processes

Leadership

  • creates team spirit and a good working environment
  • contributes to collaboration across the organisation
  • sets clear requirements and expectations for their employees
  • motivates employees and facilitates skills and career development
  • contributes to smooth transition and change processes
  • facilitates for satisfactory employee participation
  • prevents and manages conflicts

Appendix 2 - Assessment elements  for local negotiations (pdf in Norwegian) 

Appendix 3 – salary grade upon appointment

The document has been adjusted according to the Basic Collective Agreement for the civil service, May 1st 2016 – April 30th 2018, and following the meeting with the trade unions August 15th 2018.

For the positions in the table below, the specified salary range is usually followed. If one should wish to make deviations from these guidelines, the unions must be informed and, according to the Basic Collective agreement, they have the right to request discussions within 3 days.

For all positions, the job opening advertisment may include the following: "For highly qualified applicants, a higher salary may  be considered."

The unions can at any time choose to re-discuss the salary grade-determining process, or request that we return to the arrangement agreed on in the collective agreement.

If the wage negotiation leads to minor changes in the salary grade for the individual position, the salary grades in this appendix can be adjusted accordingly.

Position

Job posting range in salary grade

Job posting range in NOK

Teaching and/or research positions in salary range

SG

NOK

Professor 1013

75-84

695 500-893 900

Docent 1532

75-84

695 500-893 900

Researcher 1183

73-82

670 000-848 800

 

 

 

Teaching and/or research positions in salary frame

 

 

Postdoctoral fellow 1352

60-74

524 200-682 200

Associate professor (førsteamanuensis) 1011

60-74

524 200-682 200

Associate professor (førstelektor) 1198

60-74

524 200-682 200

Assistant professor 1009

51-66

449 400-586 500

Researcher1108

51-66

449 400-586 500

Researcher1109

60-74

524 200-682 200

 

 

 

Education positions

 

 

PhD candidate1017

51-54

449 400-472 300

Research assistant 1018/1019/1020

40-50

381 100-442 400

 

 

 

Managerial positions

 

 

Head of section 1211

70-76

631 700-713 600

Head of studies 1473

73-78

670 000-754 900

Head of department 1475

78-84

754 900-893 900

Division director 1060

82-86

848 800-950 400

 

 

 

Adviser

 

 

Adviser 1434

50-66

442 400-586 500

Senior adviser 1364

60-74

524 200-682 200

 

 

 

Project manager

 

 

Project manager 1113

58-72

505 800-658 300

 

 

 

Case officer in salary frame

 

 

Executive officer 1065

40-48

381 100-428 500

Higher executive officer 1408

43-54

397 200-472 300

 

 

 

Case officer in salary range

 

 

Senior executive officer 1363

49-59

435 500-515 200

 

 

 

Office positions

 

 

Secretary 1070

30-42

338 400-391 800

 

 

 

Librarian positions in salary frame

 

 

Librarian 1410

43-54

397 200-472 300

Research librarian 1199

51-66

449 400-586 500

Senior research librarian 1200

60-74

524 200-682 200

 

 

 

Librarian positions in salary range

 

 

Senior librarian 1515

50-66

442 400-586 500

Head librarian 1077

55-65

480 600-576 100

 

 

 

Engineer in salary frame

 

 

Engineer 1275

35-49

358 000-435 500

Staff engineer 1084

33-45

349 800-409 100

Staff engineer 1085

40-52

381 100-456 900

 

 

 

Engineer in salary range

 

 

Head engineer 1087

53-60

464 800-524 200

Senior engineer 1181

58-65

505 800-576 100

 

 

 

Technical operation etc.

 

 

Operating technician 1136

38-50

371 500-442 400

Operations manager 1137

45-55

409 100-480 600

 

 

 

Cleaning staff etc. in salary frame

 

 

Cleaner 1130

30-39

338 400-376 100

Skilled worker with craft certificate 1203

32-40

346 000-381 100

 

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