In the autumn of 2007, training schools transitioned to a new salary system (shortened UPJ in Finnish). In the new salary system, annual increments were replaced by a system that evaluates the demands of each employee’s job (demand levels, vaatitasot in Finnish) and personal performance (performance percentage, suoritusprosentti in Finnish). The starting point for the reform was good, as it raised everyone’s salaries and better considered the demands of the job and personal performance than the previous system.
In 2010, the salary system changed to the university salary system (shortened YPJ in Finnish) due to the university reform, but it remained unchanged in this transition. Small changes have been made to the salary system in the 2010s, such as the introduction of a demand supplement (vaativuuslisä in Finnish) and the development of personal performance evaluation scales.
When interpreting the survey results, the dissatisfaction of teachers with the current salary system and salaries was clearly evident.
How has the system worked in training schools? Statistical publications dealing with the university salary system provide their own answer to this, as these publications separately address the development of demand levels and performance percentages in training schools. Currently, the statistical publications contain data from 2012 to 2023.
From 2012 to 2023, there has been no development in the demand levels of all training school teachers, with the average remaining almost the same. One could even speak of a slight decline. In 2012, the average was 5.84, and in 2023, it was 5.81.
The personal salary component related to personal performance has developed in much the same way as the demand levels, meaning no significant change in the average can be observed. However, in recent years, the percentage has slightly increased from 2020 to 2023.
According to the statistical publications, the cumulative total salary of all training school teachers has developed by 7.58% from 2012 to 2023. During the same period, cumulative contract increases have totaled 15.56%. Thus, salary development has clearly lagged behind salary increases, and the purchasing power of salaries has not remained competitive compared to the overall cost level.
How do training school teachers perceive the current salary system? In the autumn of 2023, Suomen Harjoittelukoulujen Opettajat (Finnish Training School Teachers) conducted a survey regarding the salary system and salaries in training schools. The same survey also provided an opportunity to give feedback on the descriptions of demand levels and personal performance in the training school collective agreement and their functionality. We received 252 responses to the survey, meaning that about one-third of the training school teaching staff responded to the survey.
When interpreting the survey results, the dissatisfaction of teachers with the current salary system and salaries was clearly evident. According to the responses, the demand level system has not developed, and there has been no significant development in the personal salary component when considering all training school teachers. The salary system is not perceived to consider all factors affecting job demands. The personal salary component is not perceived to sufficiently consider the development of skills based on the employee’s work experience.
According to the university and training school collective agreement, the goal of the salary system (YPJ) is to promote salary fairness, improve the salary competitiveness of training schools as an employer, support the development of staff skills and the pursuit of more demanding tasks, encourage staff to achieve better work performance, and develop and improve management and leadership.
It can be reasonably said that many of the above-mentioned goals of the salary system have not progressed sufficiently, especially when considering the fairness of salaries and the salary competitiveness of training school teachers as an employer. This has already been reflected in the recruitment of new staff. We are no longer a very attractive option for job seekers when salary development during one’s career has been very poor.
Jukka Hella
Chair of Suomen Harjoittelukoulujen Opettajat ry (Finnish Training School Teachers)
