Frammistöðumats

Frammistöðumats is a systematic process used by organizations to evaluate an employee's job performance over a defined period. It assesses how well an individual meets agreed objectives and competencies and is often linked to development, compensation, and succession planning. The term is used in Nordic contexts and is often translated as performance appraisal or performance evaluation.

The process typically combines planning, monitoring, and formal evaluation. At the outset, managers and employees set clear goals and criteria; evidence is gathered from results, behaviors, and demonstrated competencies. A formal rating is recorded, supplemented by written feedback and a development plan that outlines strengths, gaps, and required training. Documentation supports transparency and accountability, with reviews commonly conducted annually or biannually and complemented by ongoing check-ins.

Methods vary but commonly include rating scales, 360-degree feedback, and management by objectives or OKR-based approaches that align individual goals with organizational strategy. Increasingly, digital performance platforms enable continuous feedback, real-time progress tracking, and agile adjustments to goals.

Frammistöðumats informs decisions on pay, promotion, and development, and it aims to clarify expectations, improve performance, and identify potential leaders. When well designed, it emphasizes development and learning rather than blame, and it supports ongoing dialogue between employees and supervisors.

Criticisms include potential bias, halo and recency effects, and overemphasis on ratings. Mitigation strategies include structured criteria, calibration meetings, bias-awareness training, multi-source feedback, and links to coaching and development plans.

Ethical and legal considerations cover fairness, non-discrimination, privacy, and data protection, as well as ensuring consistency across teams and avoiding punitive use of performance data.

See also performance management, performance appraisal, and 360-degree feedback.