Tampere to pilot results-based bonuses in seven daycare centres this autumn

Tampere will trial a results-based bonus system in early childhood education during autumn 2026. The pilot spans four administrative units and seven daycare centres, Ikurin, Myllypuron, Maijalanpuiston, Helapuiston, Muotiala, Järvensivu and Kalevanharju, and covers about 750 children and 175 staff.

The scheme aims to make shared successes visible and to strengthen staff influence over daily work. Rewards will be tied to pre-agreed criteria discussed with personnel.

According to YLE, the city’s model allows one-off bonuses of up to €300 per staff member. The payments are linked to an occupancy rate, the costs of substitute staffing, and parental satisfaction. Payouts will be made when targets are met fully or partially, with the emphasis on shared responsibility within teams and clearer communication to parents about reservations and absences.

The city will assess everyday functioning, parent and customer experience, and the sensible use of statutory staff resources. It will also track quality and cost trends, alongside a utilisation rate that compares staffing to child numbers and support needs.

According to YLE, the daycare unit leaders say that meeting the targets will rely on tighter shift planning and the ability to move staff between groups or to nearby centres. YLE also reports that staff reactions so far have been positive. The pilot runs until the end of the year, and Tampere will evaluate whether the approach could be expanded.

Mayor Ilmari Nurminen said the public sector must be willing to develop motivating ways to reward good work. Early childhood education director Elli Rasimus said the bonus does not mean cutting quality or staffing levels. She added the pilot will test whether stronger leadership, cooperation and resource use can boost impact and team morale.

YLE further quotes JHL’s head of societal advocacy, Vesa Mauriala, who describes the pilot as a “notable step”. He highlights transparency in how the bonuses are calculated and said that savings generated by improved performance should be returned to staff.