Stillingsbasert

Stillingsbasert is a Norwegian term used in human resources to describe approaches where compensation, progression, and evaluation are tied to the job position rather than the individual employee. The concept is commonly applied in both the public sector and many private organizations, and it is typically contrasted with competence-based or performance-based pay systems.

In practice, a stillingsbasert system uses defined job descriptions, wage grades, and pay scales that correspond to specific positions. Employees within the same grade receive similar pay, and moves between grades occur when the job content changes or when the organization updates its classification. Career development and advancement are guided by a structured ladder tied to positions rather than solely to an individual’s personal qualifications or performance.

Implementation of stillingsbasert pay and development requires clear and regularly updated job descriptions and a catalog of positions. This helps ensure transparency and consistency in recruitment, pay, and progression. It also supports budgeting and workforce planning by providing predictable salary costs based on the estimated demand for defined roles.

Advantages of a stillingsbasert approach include transparency, fairness across employees in similar roles, and easier governance of salaries. Disadvantages can include limited recognition of individual merit, slower adaptation to changes in skills or performance, and potential rigidity if job descriptions become outdated. Successful use hinges on ongoing job analysis, regular reclassification, and alignment with organizational goals.

See also: job evaluation, job classification, wage scale, competence-based pay, performance-based pay.