Job evaluation
The job evaluation process
An employee must have worked for a minimum of six months in a new job before a job evaluation can be requested.
The Project Office will provisionally assign a position that has not previously been evaluated. After six months in the position, an application for a job evaluation can be submitted.
2. Job evaluation request
A municipality sends a job evaluation request that includes a completed job description and questionnaire.
3. Interview
The project office invites you to a performance appraisal interview and a proposal for an assessment based on the data.
4. Performance appraisal committee
The project office presents a job evaluation proposal to the job evaluation committee for consideration.
5. Conclusion
The performance evaluation committee approves the new evaluation by unanimous consent. The project office notifies the new performance evaluation to the union and the municipality/supervisor.
1. Application for reassessment
A municipality or employee applies for a job reassessment and provides justification in the documents attached to the reassessment request.
2. Request received
Reassessment request received and project office is working on a new reassessment proposal.
3. Proposed legislation for committee
The project office submits a performance evaluation proposal to a committee that considers it.
4. Proposal approved
The performance evaluation committee approves the reevaluation proposal by unanimous consent.
5. Conclusion
The project office notifies the approved job reevaluation to the appropriate union and supervisor/human resources manager.
Association of Icelandic Local Authorities
Sampling and working rules for
The contracting parties select employees as representative employees according to the following methodology: It is assumed that when 2-5 people hold a particular job, two will be interviewed, if 6-30 people hold a job, four will be interviewed, if 31-60 people hold a job, six will be interviewed, and then the 10% rule will be followed, but no more than 10 will be interviewed for each job.
Number of employees interviewed
Number of job representatives in the sample
1
1 for an interview with a supervisor
2-5
2 for an interview with a supervisor
6-30
4 for an interview with a supervisor
31-60
6 for an interview with a supervisor
61 or more
10% of employees up to 10
Selection of employees in a sample of jobs that are nationwide
When evaluating large work groups with 61 or more employees, it is assumed that interviews will take place in the five largest municipalities in all parts of the country: Ísafjarðarbær, Akureyri City, Fjarðabyggð, Árborg and Kópavogur.
Assuming that two representatives for each selected job title will be interviewed from each municipality, a total of ten employees from each job.
When selecting employees, the guiding principle should be that they have the broadest possible work experience and that the ratio of men to women is in the right proportion to the work group.
Selection of employees
The condition is that the employee has performed the job for at least 6 months. Care should be taken when selecting job representatives to ensure that they reflect gender ratios, age composition and workplaces as much as possible.
Job evaluation consultants, together with the HR manager/head of human resources and the union in the relevant municipality, determine, based on the job title, how many job representatives should be selected. Proposals must be accompanied by information about the next supervisor.
Employees who are not invited to a performance appraisal interview can receive general information about the performance appraisal at briefings with the performance appraisal advisor, and they can also receive information from the HR manager/head of human resources and the union about who the employees are representing at performance appraisal interviews.