"Employers in the Spekter area must know their visiting hours
– Great speeches and pats on the back for their efforts are not enough for our members in the Spekter area," says head of NITO Spekter, Mette Sevaldson.
– Although NITO's members in the Spekter area in 2024 generally experienced real wage growth, there is still a long way to go to get the wage level up to a satisfactory level for several of NITO's groups," says Mette Sevaldson, head of NITO Spekter.
NITO's members respond in a survey that expected wage growth this year should be 6.7% for Spektrum Health, and 6.6% for other Spektrum companies.
The battle for competence
– We see that the battle for the valuable expertise our members possess, in key positions, is intensifying more and more. This should not be surprising to anyone, considering several reports over a long period of time that point to skills shortages in various sectors," she continues.
Nevertheless, many of NITO's union representatives perceive that employers do not sufficiently use pay as an active personnel policy tool in the local wage negotiation model, as our collective agreements envisage.
Salary a tool in the search for competence
– NITO's union representatives in the Spekter area report that the frontline profession as a solution is strong. This is demanding, as wages are undoubtedly one of several instruments that should be used to a greater extent in the search for the skills NITO members possess, and not least in the restructuring work that several sectors, such as the health sector, report that they are in the middle of.
The situation indicates that our members are attractive in the labour market, have sought-after expertise and have a rising market value.
Mette Sevaldson, head of NITO Spektrum
Expectation of real local negotiations
– We therefore have a clear expectation that the wage level for our groups will reflect this. Our union representatives will meet local employers for real local negotiations based on the criteria in the collective agreements that we have agreed on," says Sevaldson.
This is how NITO negotiates in Spektrum
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Fase 1 - innledende sentrale forhandlinger
Spekter og SAN forhandler A-delen av avtalen i fase 1 av forhandlingene. I A-delen ligger de generelle bestemmelsene som gjelder alle medlemmene.
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Fase 2 - lokale forhandlinger
Lokalt er det arbeidsgiver/helseforetaket og de lokale foreningene i SAN, eventuelt SAN-gruppe, som er parter i fase 2 hvor de forhandler B-delen av avtalen. I B-delen ligger bestemmelser om for eksempel lønn og arbeidstid for de fleste av NITOs medlemmer i Spekter-området.
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Fase 3 - avsluttende sentrale forhandlinger
Hvis partene lokalt ikke blir enige, prøver de sentrale partene å løse uenigheten i fase 3, som er de avsluttende sentrale forhandlingene. Disse foregår ikke for hele Spekter-området samlet, men per område. Disse er definert i overenskomsten. For eksempel er helseforetak med sykehusdrift et eget område.
Selv om man er blitt enige om B-del lokalt, er ikke forhandlingene ferdige før protokoll er undertegnet av de sentrale parter. Først da kan resultatet fra de lokale forhandlingene effektueres.