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Human Resources

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The working environment is a rewarding and dynamic community where students study under the guidance of outstanding artists and experts. Iceland University of the Arts leads in creating and disseminating knowledge in the arts, promoting professionalism, and advancing general education policy in the arts. The school's offices are located at Stakkahlíð, Skipholt, Laugarnesvegur, Borgartún, and Austurstræti in Reykjavík.

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  • Human resources policy

    THE SCHOOL DEVELOPS IN THE POWER OF HUMAN RESOURCES

    Community of the University of the Arts

    Iceland University of the Arts is a creative community that leads in the creation and dissemination of knowledge in the arts. At the University, every role contributes significantly to the formation of the learning community. Strong human resources are essential for the vibrant and dynamic work that defines the school.

    Employee selection

    We seek employees who demonstrate responsibility and professionalism in their work, can work independently, show initiative, and adapt to changes in the working environment. They should be open to diverse projects and challenges, solution-oriented, and enjoy collaborative work.

    The principle of recruitment is to advertise job openings. Recruitment, promotion, and assessment of academic staff qualifications are governed by the Act on Universities no. 63/2006 and the rules of the Iceland Academy of the Arts regarding the awarding of academic positions.

    When welcoming new staff, we emphasize explaining tasks and roles of responsibility, and supporting their adaptation to the culture to ensure they enjoy their work from the start.

    Equality

    The learning community consists of a diverse group of students and staff. The University of the Arts has developed an equality plan, which has been confirmed by the Office of Equality.

    The University of the Arts is an equal pay certified workplace and has response plans for bullying, as well as sexual and gender-based harassment and violence.

    Career development

    The University of the Arts thrives on the expertise and skills of its staff. To enhance their knowledge and abilities, the university offers various professional development opportunities, including experiences in diverse and international settings. Staff members receive support through grant funds, the Erasmus professional development program, and regular education and training initiatives, including studies at the IUA.

    Health and well-being

    Emphasis is placed on fostering an encouraging work environment through solid and regular feedback. The university promotes a health-conscious workplace with activities that support both physical and mental well-being. Additionally, a strong work ethic is encouraged, with numerous opportunities for staff to collaborate and connect in both formal and informal settings.

    We strive to create a flexible work environment that allows employees to balance the demands of work and private life as much as possible. To ensure fairness, LHÍ has established rules on work flexibility and unpaid leave designed to promote equality.

    At the University of the Arts, a safety committee operates in accordance with occupational health and safety laws.

    Communication and participation in the LHÍ community

    Emphasis is placed on constructive communication characterized by respect. At the IUA, all staff and students are required to adhere to a code of conduct.

    Staff are kept informed about the school's affairs, invited to participate in strategic planning, and consulted on issues related to their areas of expertise.

    Emphasis is placed on ensuring staff have good access to management and are confident in their tasks and areas of responsibility. Employee interviews are held at least once a year.

    An annual survey is conducted to measure attitudes towards work, the working environment, and well-being at work. The results influence human resources policy.

    Retirement

    Retirement is typically at age 67, but in exceptional cases, it can be later. Efforts are being made to provide increased flexibility as retirement approaches, such as offering reduced work rates or changed job duties.

  • Equal pay policy and equal pay system

    Iceland University of the Arts follows the law on equal status and equal rights of the sexes no. 150/2020, has formulated, approved and implemented an equality plan, has established an equal pay policy and formulated an equal pay system that covers all employees of the Iceland Academy of the Arts and aims to fulfill the conditions of the equal pay standard ÍST 85:2012.

    The University of the Arts undertakes to document, implement, maintain and continuously improve the management of the equal pay system in accordance with the requirements of the equal pay standard ÍST 85. The Rector is responsible for this pay policy, the equal pay system and that other requirements related to the pay system such as legal ones are enforced.

    The appointed person responsible for the equal pay system is responsible for the implementation and maintenance of the equal pay system in accordance with the equal pay standard ÍST 85:2012 with continuous improvements. He is also responsible for submitting reports to senior management, the rector and executive director, about the equal pay system, its quality and efficiency, as well as proposing improvements. LHÍ's human resources manager is appointed as the person responsible for LHÍ's equal pay system.

    SALARY POLICY OF THE ARTS UNIVERSITY OF ICELAND

    The goal of the University of the Arts is to be a sought-after workplace that provides employees with equal job opportunities, equal pay and the same conditions for the same or equally valuable work, and ensures that objective decisions are behind all salary decisions.

    • At the Iceland Academy of the Arts, there is a certified equal pay system based on the equal pay standard ÍST 85, which is documented and maintained.
    • A salary analysis is carried out annually, comparing jobs of equal value and checking whether there is a difference in salary by gender. Unexplained pay gaps are tackled through reforms and monitoring.
    • Jobs are classified into job groups based on the requirements placed on them and jobs that are comparable in nature and content are grouped together. Job requirements are described in job descriptions and job advertisements, if applicable. The equal pay criteria of the University of the Arts form the basis of the classification. The criteria are based on the demands that jobs make on employees and are used to evaluate all paid jobs so that jobs of the same or equal value are grouped together. LHÍ's equal pay standards are eligibility, project og responsibility.
    • Salary decisions are in accordance with the salary structure within LHÍ, they are justified by the aforementioned job classification, traceable and signed by the responsible party.
    • The salaries of all permanent employees are reviewed with a salary analysis once a year. At the same time, staff can request an interview with the human resources manager and executive director about job classification. If it becomes apparent that a salary change is necessary, that change will take effect on January 1 of the following year.
    • An internal audit and senior management review of the equal pay system is conducted annually.
    • Appropriate legal requirements and other requirements in force regarding the equal pay system at any given time are followed.
    • The results of the internal audit, salary analysis, salary policy and LHÍ's rules on additional payments are presented annually to employees.
    • Employees have the choice of joining a union, but LHÍ is a party to one collective agreement, which is the collective agreement of the Sameyki union with the state, and benefits generally take into account that agreement. Sickness rights are as stated in the collective agreement of the union to which the employee in question is a member.
    • The aim is to establish a staff trustee council consisting of trustees from Sameyki, BHM and a third union, other than the two mentioned above, which the staff elects. The Board of Trustees is in active dialogue with management about the development of wages within LHÍ.
    SCOPE OF THE EQUAL PAY SYSTEM

    Iceland University of the Arts has established, documented and implemented an equal pay system where continuous improvement is being worked on in accordance with the requirements of the equal pay standard ÍST 85:2012. LHÍ has done the following to implement an effective equal pay system:

    • Set an equal pay policy.
    • Formulated equality plan.
    • Establish procedures and supporting documents if applicable:
      • Legal requirements and other requirements.
      • Equal pay criteria.
      • Measurable equal pay targets.
      • Management training.
      • Management review.
      • Management of documents and files.
      • Internal audit.
      • Salary analyses.
      • Job classification and salary determination.
      • Variations, corrections and prevention.
      • Presentation by external parties.
    • Performed job classification.
    • Conducted salary analysis.
    • Conducted an internal audit.
    • Conducted management reviews.
    • Signed a three-year contract with an approved certification body for an evaluation of LHÍ's equal pay system.
    LEGAL AND OTHER REQUIREMENTS
    • Collective bargaining agreements with the Treasury.
    • University Act no. 63/2006.
    • Law on equal status and equal rights of the sexes no. 150/2020.
    • Regulation on certification of equal pay systems of companies and institutions based on the standard ÍST 85. No. 1030/2017.
    • Regulation on (1st) amendment to regulation no. 1030/2017, on certification of equal pay systems of companies and institutions based on the standard ÍST 85. No. 997/2018.
    • Administrative Law No. 37/1993.
    • Act on equal treatment in the labor market no. 86/2018.
    • Equal pay system – Requirements and guidelines ÍST 85: 2012.
    • Act on Public Archives No. 77/2014.
    • Academic jobs at the Iceland Academy of the Arts.
    • Rules for awarding academic positions at the Iceland Academy of the Arts.
    EQUAL PAY CRITERIA

    The University of the Arts classifies jobs into job groups based on the requirements placed on them and arranges jobs that are comparable in nature and content. Job requirements are described in job descriptions and job advertisements, if applicable. The equal pay criteria of the University of the Arts form the basis of the classification. The criteria are based on the demands that jobs make on employees and are used to evaluate all paid jobs so that jobs of the same or equal value are grouped together.

    LHÍ's equal pay criteria are:

    Eligibility: Education and work experience required to perform the job. The qualification requirements of academic staff are governed by rules for awarding academic jobs at any time.

    sales: The nature of the tasks performed by the staff. The most complex tasks are multifaceted, require the integration of many elements, and the staff who handle them have a lot of independence and authority to act. The simplest tasks involve the solving of daily repetitive tasks where a solid knowledge of rules, work procedures and general concepts is required, but the work is otherwise done under the control of others.

    Warranty: Financial responsibility for the creation and follow-up of budgets, professional responsibility for the activities and operations of the school as a whole, departments, fields and/or projects and human resources.