Salary review process

For employees in Norway & Sweden

A salary review is an annual review of individual salaries, where we evaluate the need for adjustment based on:

Market: The salary level for your role and in your region.
Performance: How well you meet or exceed expectations in your role.
Budget: The company's financial capacity for salary adjustments this year, which may also be tied to union negotiations.

This page explains the process - including the parts that happen between leaders - so you understand the context behind any decision that affects you.

Two ways your salary can change:

Salary table adjustments: Collective agreements determine wage table adjustments. That process is covered by collective negotiations and is not the focus of this page.
Individual salary review: A personalised adjustment based on performance and market conditions. This page focuses on this process.

Our core salary principles

Fair and equitable pay for equivalent work: We aim to use objective and consistent criteria to avoid unjustified differences.
Experience and responsibility matter: Two people with the same job title but different tasks, experience levels, or responsibilities may have different salary levels.
Salary setting is local: We compare salaries within the market in the country and the location where you are employed.
Role-based salary ranges: Each job has a salary range (a minimum–maximum” level) based on external benchmarking.

Job Architecture: The foundation for our salary levels

To ensure fair and consistent evaluations, we have a Job Architecture which is the background structure that aims to provide fairness in our salaries.

This takes the Role description with defined responsibilities and uses the Mercer methodology to define a numeric job size (also called IPE – International Position Evaluation). The job size is then combined with the specific job family as well as location to give us market benchmarks for the salary levels of the specific role in the local region. We use this to define the company salary range for that specific role that reflects the market for that role.

Your current salary can be compared against this range using a measure called compa-ratio (your salary divided by the range’s midpoint). A compa-ratio of 100% means you're paid at the market midpoint for your role.

How the process works

The salary review runs in stages. Most of the work happens between leaders - we summarise it here so you understand the flow and the time it takes.

Performance assessment: Leaders review their employees' performance and gather supporting documentation. Leaders should be talking to you about your performance evaluation for your input, as well as other stakeholders.
Performance calibration: Several calibration sessions are hosted across disciplines, leadership groups, and for the group as a whole, to ensure fairness and consistency in performance ratings.
Proposed new salaries: Leaders then submit proposals for new salaries based on individual performance, market conditions, and the available budget. We provide central guidelines to ensure similar cases get consistent regardless of who your leader is.
Salary calibration and overall review: Several calibration sessions are then also done on the salary proposals, again to ensure fairness across the board.
Final decision and communication: Once all decisions are made, this is firstly shared with leaders who then inform employees about the result.
Payment: The new salary is paid out, often with retroactive compensation.

FAQ

Who is included in the salary review?

Employees on an individual-based salary.
Employees who started their employment before December 1st of the year before (in Sweden, the cutoff date is November 1st).
Employees who received a salary increase after December may be excluded, depending on the individual agreement.

When is the salary review?

Different parts of the company are tied to different collective agreements and the timelines are also affected by these agreements as central and/or local negotiations need to happen before we can conduct the salary reviews.

Group 1

Oda Group Services AS.
Oda Norway AS: Marketing, Commercial, Finance, People at Tøyen (not including roles moved from Lørenskog, as these are still covered by HK-NHO collective agreement).
Netfresh at Tøyen.

This group is partially covered by local Tekna-NHO agreement, where local negotiations are typically concluded in the fall, meaning this group is typically reviewed in March - April.

Group 2

Mathem AB.

This group is covered by several “tjenestemenn” collective agreements. We cannot start the review before the central negotiations have concluded. This typically happens in May but may vary from year to year. Typically, we try to conclude the review in Q2.

Group 3

Oda Norway AS, avd. Lier.
Oda Norway AS, avd. Lørenskog.
Oda Norway AS, Operations roles at Tøyen (moved from Lørenskog).

This group is covered by the HK-NHO agreement and the salary review cannot start until both central and local negotiations have concluded. The central negotiations typically finish April-May and local negotiations are typically held shortly after. Typically, we try to conclude the review in Q2, but sometimes the review needs to happen in Q3.

How can I influence my future salary growth?

The most important thing is to understand your role expectations, discuss development opportunities with your leader, and seek continuous feedback. Your responsibilities and long-term performance determine how you progress within the salary range. High salary is the result of high performance over time.

How is my performance assessed?

Role description: The basis for evaluation is an updated description of your job and responsibilities.
Data and information: Your manager collects supporting materials (e.g., from performance and development discussions) showing your contributions during the year.
Calibration: To ensure consistency, managers in the same leadership team discuss their employees' performance together.

You will generally have the opportunity to discuss your performance, ask questions, and share your aspirations in a meeting with your manager.

What does it mean if my increase is small or zero?

It does not automatically mean your performance is in question. There are several reasons an adjustment may be small:

You're already well-positioned within the salary range for your performance level.
Others in the team are further behind the market and have been prioritised this cycle.
The budget for this group is tight, and the available pot is being used for the largest gaps first.

If your increase surprises you, ask your leader to walk through the reasoning. They've documented it specifically so the conversation can be a real one.

When will the new salary be visible in Workday?

Salary adjustments are not visible in Workday until after the end of the salary communication timeline - the window where your leader has the 1:1 conversation with you. The exact date is communicated in the relevant Slack channel once the process is underway.

Need more information?

If you have further questions about the salary review, your role, or your development, please discuss them with your leader or your People Partner/Advisor.

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