HUS year 2024: Pay and rewards

Allocation of pay increase items

Pay increase items in 2024 were included in all the collective agreements (HYVTES, SOTE agreement and collective agreement for doctors). In their allocations, our aim was to take skills and responsibilities better into account in our compensation systems, to ensure the availability of personnel, and continue the harmonization of salaries.

In addition to allocating local pay increase items, a new division of appendices was negotiated in the SOTE agreement in accordance with the collective agreement, which is the first step in the new compensation system. We used local pay increase items in the compensation system reform.  

The purpose of pay increases is to improve competitiveness.

The primary objective of the pay increases was

• to improve competitiveness,  
• to promote personnel availability,  
• to improve the quality of working life and the effectiveness of service production,  
• to correct local pay anomalies by better consideration of competence and responsibilities in the compensation system, and 
• to continue the harmonization of salaries.  

These goals were attained in the various agreement sectors, for instance, by revising task-specific salaries and career-step salaries. We also continued to harmonize salaries. 

At the end of the year, we conducted a HYVTES simulation to emulate the functionality of the simulation regulations without actually changing the pricing point, the task-specific salaries to be paid, or other pay elements. Simulation is a method for testing a new future level-specific pay model and providing information on possible change needs to the parties negotiating the salary.

We fell short of full attainment of the strategic goal for pay and rewards, as we focused our efforts on the implementation of mandatory provisions of the collective agreements. However, these were not insignificant in view of the strategic goal, because there was an exceptionally high number of local arrangements, as was the case in 2023 as well.

We conducted a review of performance-based pay elements and various allowances at HUS in 2024. We moved their analyses, further development and reform to be conducted in 2025.