The Job Evaluation System
- 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.
Assessment of a Job
- 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.
The Job Evaluation Interview
- 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.
Projection of Fræðagarður from C-rated jobs to job evaluation
If you still have questions that have not been answered above, we encourage you to contact the office of Fræðagarður.
You can submit a query, for example regarding general questions about labour law and wage issues.
You can also create a formal service request that is automatically entered into our case file system, for example for complex or sensitive cases.
Finally, you can book a call with a specialist, if you think it is more appropriate.
The Fræðagarður service office is located at Borgartún 6 (same building as BHM). It is open every weekday from 09-12 and 13-16. The phone number is 595 5165.