Statkraft is an attractive employer, and surveys show that the employees in the Group are among the most highly motivated in the industry. Statkraft works intently to maintain this position in the future.
At the end of 2014, Statkraft had 3731 employees, and 34% of them worked outside Norway. Statkraft has employees in 19 countries, representing 45 nationalities. We seek diversity when employing as this will strengthen the international development of the Group by bringing in the necessary competence on national legislation and administrative processes, language and local culture.
Statkraft strives to attain an even gender distribution in the Group, and more women in managerial positions.
|Percentage of female employees||24%|
|Percentage of female managers||22%|
|Percentage of female new employees||25%|
|Percentage of women on Statkraft's board of directors||44%|
Average service time in Statkraft is 12 years, while turnover in 2014 was 4.0%.
An attractive employer
We recruit in a focused and systematic manner, and Statkraft is an attractive employer both among recent graduates and experienced employees.
The Universum Student Survey is Norway's largest career, working life and future expectations survey among students. In the 2014 survey, engineering students ranked Statkraft seventh, while economics students ranked Statkraft as the 48th most attractive employer.
Statkraft has established a two-year trainee programme which is very popular among graduates. At the end of 2014, 14 trainees were employeed within different business areas of the Group, both in Norway and abroad. Statkraft also has a trainee programme for skilled workers.
Statkraft also has a trainee programme for skilled workers. Apprenticeships have been established in all parts of the Group for different types of trade certificates. By the end of 2014, 75 apprentices were working for Statkraft.
Statkraft has its own corporate programmes for manager development. Leadership in Statkraft (LIS) is a basic course, while NEXT and Expand are aimed at experienced managers. In 2014, 42 managers participated in the Group's management programmes, 28 in LIS and 14 in NEXT. The programmes are undergoing continuous development and adaptation to new challenges, not least those created by the Group's international growth. Statkraft also has its own training programme for project managers, and 179 employees participated in these programmes in 2014.
Expertise development is followed up through appraisal interviews, and employees are, in addition to courses and further education, encouraged to seek internal rotation.
An annual employee survey is held in Statkraft where all employees are asked to evaluate the Group's organisation and management. The survey covered topics such as leadership, cooperation, working conditions and personal development. The purpose of the survey was to compare ourselves with other companies in the industry and make Statkraft a better place to work. As in previous years, the results of the 2014 survey were very good. As regards the indicator "Job satisfaction", Statkraft's score was 74, well above the Norwegian industry index (70).
Cooperation with trade unions
Statkraft aims for a close and structured cooperation with all represented trade unions. In addition, Statkraft has established a European works council (Statkraft European Works Council, SEWC), with employee representatives from Norway, Sweden, Germany and the UK. SEWC is an important cooperation forum for coordinating and implementing principles and guidelines as regards labour issues and labour rights in Statkraft.
The Group recognises the ILO Convention on labour rights and relevant EU directives have been included in the SEWC agreement with EPSU (European Federation of Public Service Unions), the federation for European unions within the energy industry.