The ambitions to strengthen the research effort and provide better follow-up of students, combined with increased influx of students and a historically high proportion of staff retiring, makes recruitment to research and higher education one of the most important challenges for the institutions in the years ahead. The increasing competition for knowledge workers reinforces the need for educational and research institutions to be able to offer attractive pay and working conditions so that they are able to recruit, develop and retain skilled employees.

Studies show that large groups of NAR members have had lower pay rises than the average for state employees, and lower salaries than comparable job categories. The starting wage for scientific positions is low compared to other educational groups. Surveys among members reveal a disturbing dissatisfaction with the wage level, among both academic and administrative staff.

2.1 Competitive wages

NAR will strive to ensure that:

  • Wage terms reflect the societal significance of the members' tasks, and are competitive locally, nationally, and internationally.
  • The research and knowledge sector must be attractive as a career path and be able to recruit, develop and retain qualified and motivated knowledge workers in competition with alternative career opportunities.
  • Education, knowledge, competence, responsibility, efforts, and results must provide basis for wage increase.
  • Wage levels between the public and private sectors are harmonized.
  • An academic career should provide equally good wage opportunities as a management career.
  • The wage level for scientific and professional positions must be at least on par with comparable positions in the public sector.
  • New collective agreements are established centrally and locally, and existing agreements are developed further.
  • Wage systems in all sectors give all of our members, both as a group and individually, the
    opportunity for local wage improvement.
  • The starting wage for the three competence levels bachelor, master and PhD is raised.
  • The starting wage for PhD candidates and scientific positions at the level of assistant professor should be raised to at least the same level as the starting wage for high school lecturers.
  • The starting wage for positions at associate professor level is raised to at least NOK 650 000 during the period.
  • The starting wage for positions at professor level (professor, researcher 1183) should be raised to at least NOK 750 000 during the period.
  • Efficiency gains should provide a basis for wage increase.
  • Employers in bargaining areas where the economic framework is negotiated centrally should allocate additional funds to the local negotiations.
  • Temporary employees are ensured equally good wage conditions and wage development as permanent employees.
  • Local union representatives can contribute to the design and follow up of their institutions’ wage policies in accordance with the development of collective agreements.
  • Elected union representatives are ensured real wage growth during their election term.
  • Employees in particularly independent positions are compensated in the form of higher basic wages.
  • Incentives for commercialisation of research results are established which ensure that patenting, licensing of inventions and contributions to the establishment of businesses are financially recognised.
  • The employees in private enterprises shall be allowed to take part in the financial profits of the enterprises.

2.2 Career development

No one should be outdated due to lack of competence. All knowledge workers – whether they work in scientific, technical, or administrative positions – must have career development opportunities. This provides a health-promoting and meaningful work situation.

NAR will strive to ensure that:

  • The research and knowledge sector is an attractive and competitive career path, for the benefit of society.
  • Employment structures and opportunities for career development are established, based on expertise and well-known criteria for promotion in all sectors.
  • The scheme for personal promotions for academic staff in the state sector is retained and
    expanded to other relevant bargaining areas.
  • The scientific career paths are made more flexible with the possibility to switch between the paths.
  • The enterprises have good arrangements for professional and personal development for
  • The enterprises offer leadership training to employees with management functions.

2.3 Pensions

The pension system is under pressure due to increased life expectancy and fewer working people behind each pensioner. This makes pensions a current topic in all negotiating areas, whether it's transition to a new and possibly inferior pension plan, or negotiations on a new pension scheme for the public sector.

It is important for NAR to ensure that the new public service pension scheme safeguards the members' wishes and needs; both to be able to stay in work and continue to earn occupational pensions, as well as the opportunity to take out pensions with an acceptable level at retirement age.

At enterprises that want to change their retirement plans from a defined-benefit plan to a defined-contribution plan, the challenges are to negotiate best possible defined-contribution or hybrid schemes and safeguard the pension rights already earned.

NAR will strive to ensure that:

  • Members are ensured the best possible pension terms by entering into collective agreements.
  • The new law on public sector occupational pensions is followed up.
  • Members' pension rights are safeguarded in connection with research stays abroad.
  • Members' rights are safeguarded in the transition to a new pension scheme.