Salaries
Statkraft utilises a market-based salary system in which there are clear links between an employee’s salary and:

• The responsibility and performance requirements for his or her position
• Personal effort and performance
• The salary level outside of Statkraft

Employees are placed in the salary system according to an individual evaluation of their positions, which Statkraft carries out with the help of a Hay Group system. The salary system includes a guaranteed minimum salary adjustment: if an employee progresses in his or her job as expected, there will be a basic salary adjustment after one year and another after a period of at most four years after the employee started the job.

Statkraft also operates a variable bonus scheme which consists of a collective element and an individual element. The collective bonus scheme is based on key performance indicators (KPIs) for business- critical activities at Statkraft. These KPIs are set each year, and the degree to which they are met determines the sum that is paid out. The individual bonus scheme is based on a performance appraisal that is evaluated together with the achievement of the individual’s main goals in his or her goal and development plan, as well as other results. Emphasis is also placed on the employee’s contribution to the achievement of his or her department’s goals, as well as on compliance with Statkraft’s core values.

Benefits
Statkraft offers good, competitive pension and insurance schemes. Emphasis is placed on competence building, as well as on providing flexible working hours to suit the various phases of life.