Management model
The development of leadership skills at Statkraft is based on a management model that defines four areas in which all managers shall have a certain degree of competence. These are:

• Business development 
• Personnel management
• Financial management and control 
• Result follow-up  

The company’s core values form an integral part of its management model, which emphasises the importance of the core values as a source of guidance for behaviour in all of these areas.

Evaluation of management
Based on these four areas of competence Statkraft has put together a set of criteria by which managers are evaluated once a year. This is carried out as part of an organisation and management survey in which employees give their manager feedback on how they experience their day-to-day work under his or her management.

Management development
The company develops leadership skills in two main ways:

• Group-wide management training programmes 
• Operation-based management development  

The first group-wide management training programme, called NEXT, cultivates promising talent. This comprehensive one-year programme is open to all the companies in the Statkraft Alliance.

The second programme, called JUST, is aimed at relatively new managers at Statkraft, but is also available to long-time managers who have a large personnel responsibility. The programme consists of three gatherings over the course of two to three days.

The third programme, called REFLEXION, is aimed at senior managers and/or persons with great influence on strategic processes. The programme consists of two gatherings with follow-up over the course of two to five days.
Management training activities for the various managerial groups are also carried out on a need basis. These activities are arranged by agreement with the individual managerial group and are based on business-strategic objectives and challenges. These training activities are grouped under the heading OPERATION-BASED MANAGEMENT DEVELOPMENT.