The goal of performance appraisal systems is to ensure, as far as possible, that employees' salaries are determined in a fair and objective manner.
Job evaluation is an ongoing collaborative project between the local and trade unions that have agreed on it in collective agreements, and they form job evaluation committees, on the one hand at the Association of Icelandic Local Authorities and on the other hand at the City of Reykjavík.
The performance evaluation committee is composed of three representatives of the City of Reykjavík and three representatives of trade unions, i.e. representatives of Sameykir, Efling and the University Students' Union. Representatives of other trade unions are invited to attend hearings in the committee when the case of the relevant union is being discussed.
The committee consists of four representatives from the Association of Icelandic Local Authorities and four representatives from trade unions.
The professional management of the job evaluation system is responsible for the professional development of the job evaluation system, ensuring that it develops and complies with the goals of equal pay and other requirements made for it at any given time.
The board monitors the performance appraisal system and its use, which includes ensuring that the system is reviewed and whether it serves its goals of equal pay no less than every five years. The board establishes rules of procedure in accordance with the parties' goals of equal pay and the use of the performance appraisal system in its favor.
