Job Evaluation

• The job evaluation is called SAMSTARF and is a coordinated job evaluation system
• It is used to evaluate the jobs of members of BHM member organizations that have agreed on job evaluation in their collective agreements
• The Project Office for Job Evaluations is responsible for job evaluation for Samband íslenskra sveitarfélaga and the City of Reykjavík
• See the detailed information on the website of the Project Office for Job Evaluations.
• The job evaluation is only a job ranking system and not a system for evaluating what is "fair" wage wise.
• The system is based on objective criteria that are used to compare jobs in accordance with the requirements of the jobs, regardless of the qualifications of those who perform them.
• The goal of job evaluation is to ensure that employees' wages are determined using as factual and objective methods as possible and should lead to jobs being ranked in such a way that the basic wages are the same for jobs that are evaluated as equally demanding, regardless of job position, union or gender.

Job evaluation is:

• An analysis tool that evaluates the relative importance of jobs based on certain criteria.
• A method for making uniform assessments of different jobs.
• A method for making the criteria for wage decisions visible.
• A way to determine the same wage for similar and equally valuable jobs.

Job evaluation is not:

• Assessment of personal competence of employees at work.
• Assessment of the success of employees at work.
• Assessment of employee performance at work.

• The ranking of jobs in a job evaluation is the responsibility of the job evaluation committee, which is made up of 3 employer representatives and 3 trade union representatives.
• It is important to re-evaluate jobs regularly in order to follow changes or developments in jobs.
• It is always possible to request a job re-evaluation if an employee or a group of employees feels that the evaluation of the job is not correct in individual aspects, or that the evaluation does not cover the area og competence and/or scope of the job in question.

Job evaluation is based on:

• Job evaluation interview.
• Completed job evaluation questionnaire.
• Job description.
• Other job information obtained from the relevant institution.

Structure of evaluation:

• Knowledge and skills (38.4%)
• Load (25.4%)
• Responsibility (31.2%)
• Environment (5%)
• The 13 subsections are then divided into 5-8 steps (total 77 steps in the system)
• The subsections are based on a definition that includes a list of requirements that a job must meet in order to be evaluated at that step
• Each step gives a certain number of points and finally the total points of the job are calculated based on the combined points of all elements
• This number is then calculated into a wage table based on a connection rule and is called stipend.

• There are a total of 677 closed questions in the system.
• It is assumed that an employee in a job evaluation has to answer between 80-100 questions.
• Each job evaluation interview takes 2-3 hours.
• A representative of the relevant BHM member association is present during the job evaluation interview.
• This individual helps the employee, has an overview of the jobs in the workplace/social area.