For a description of how the tags can be used in both equal and Comperative work, click on the button below.

The following tags are found in both analysis of equal and Comperative work and are categorized according to MIA - market, individual and work. The factors we mean are based on a salary.

Here is an explanation of each tag:

Competing labor market:

The employee possesses skills that are desired in several different labor markets such as private and public labor markets. For this reason, the employer must compete with other employers in other sectors, which drives the salary for the employee.

Market salary when recruiting:

The employee possesses skills that are desired in several different labor markets such as private and public labor markets. For this reason, the employer must compete with other employers in other sectors, which drives the salary for the employee.

Individual tags:

In several cases, the salary of individuals affects the average salary / median salary for an entire group. These may be the above explanations, including explanations relating to experience, history, competence and performance.

Experience:

The employee has considerable skills that only can be acquired by having extensive experience within this or similar positions. For this reason, the employee is more valuable for the organization than other employees lacking this experience.

Historical salary:

The employee has previously held another position within the organization where a higher salary was demanded. Usually this would take place when supervisors move from being managers to other positions without managerial responsibilities.

Competence:

The employee possesses a kind of competence that is unique within the group. The competence is valued higher or lower than the competence usually required for the rest of the group.

Performance:

The employee is either high or low performing with regards to their personal goals.

Responsibility:

The employee has responsibilities hat is beyond, or below, that of the rest of the group members. For this reason, the employee has a higher or lower salary than otherwise comparable employees in the group.

Down arrow / Less responsibility:

In some groups, the majority of employees may have a type of responsibility that some employees do not have. Say, for example, that you would have permanently employed teachers who are untrained, which means that their assignments and responsibilities may differ somewhat between them and others.

Up arrow / Increased responsibility:

In several cases, it is common for employees to have a certain extended assignment / responsibility in the form of, for example, a supervisor responsibility, even though the person in question is still in their regular group.
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