ANNUAL REPORT 2017 Director-General's Statement
ANNUAL REPORT 2017 LFV is with you on the travel
ANNUAL REPORT 2017 This is LFV
ANNUAL REPORT 2017 The Year in Brief
ANNUAL REPORT 2017 Operating Environment and Marke
t
ANNUAL REPORT 2017 Strategy and Objectives
ANNUAL REPORT 2017 Customer Focus
ANNUAL REPORT 2017 Environment
ANNUAL REPORT 2017 Aviation Safety
ANNUAL REPORT 2017 Innovation
ANNUAL REPORT 2017 Cooperation and Partnerships
ANNUAL REPORT 2017 Employees EMPLOYEES OUR VALUES
The work in implementing LFV’s values and brand platform is a continued priority. With the values solution-oriented, committed and innovative, and LFV’s brand promise to help our customers position themselves, LFV is to be an attractive partner for customers, as well as stakeholders, and employees. LFV’s corporate culture has a key position in the ongoing change process at LFV. New recruitments for the future Many of our air traffic controllers are retiring with pension during the next ten years, and to meet the need and ensure replacement recruitments, LFV has commenced new recruitments of air traffic controller trainees. The interest is great, and we got nearly 300 applications for the first round of six positions. The chosen trainees commenced their training in January 2018. We also need to recruit new technicians and IT staff, to strengthen the competency in areas such as system development, digitalisation, and cyber security. Investment in interactive education A new introductory education, an e-learning education with several modules, has been produced to give new employees a fast introduction to, and understanding of LFV’s operations. The new education is a complement to the introduction already in place at each workplace. The introductory education includes several modules, in which every employee needs to be educated and updated. LFV has also produced a new brand education, which will be launched in 2018, and will be compulsory for all employees. Leadership development programme During the year the introduction of a new leadership programme has continued. Around thirty managers and leaders has been trained in feedback, employee dialogue, structured forum for meetings, and the importance of working with behaviours and values to create lasting change. All 28 employees contribute with ongoing feedback to their managers. All in all, the measures show that the leadership has developed positively and that it also render positive effects for the employees. The leadership training is based on the leader profiles, developed in 2016, and is a part of the changing of our culture. In accordance with the strengthened discrimination legislation, a wage survey was carried out, showing that LFV had no irrelevant wage differences. Practice in the public sector and modern temporary jobs In the appropriation directions for 2017, LFV has, as many other authorities, received a commission to contribute to increased employment. During the year, LFV has worked with identifying needs and possible employment opportunities, leading to work within the frame of practice in the public sector and modern temporary jobs. This is a continuing work and LFV want to participate and contribute to more people getting the opportunity to get in on the Swedish labour market. Agreement with Swedavia regarding remote air traffic services In November 2017, LFV signed an agreement with Swedavia to establish remote air traffic services. All employees at the airports in question will be offered work in the control centre under construction at Arlanda. LFV has commenced working with the affected managers and employees. With care for all employees are a lot of work being carried out, both locally, in the areas in question, but also as talks and support with every individual employee. In 2018 the work continues with the objective that the operation is to be as good as possible for everyone. Equality Every employee shall have the same prerequisites and no one is to be discriminated for their gender, age, or sexual orientation, etc. When appointing positions the objective is to have variety among the current candidates. This concerns both internal and external recruitments. In accordance with the strengthened discrimination laws, a wage survey was carried out, showing that LFV had no irrelevant wage differences. Due to the upcoming new General Data Protection Regulation a system inventory has been conducted. LFV is working on updating regulations and routines for manLFV ANNUAL REPORT 2017
ANNUAL REPORT 2017 Board of Director's Report
ANNUAL REPORT 2017 Income Statement, Comments on t
he Income Statement
ANNUAL REPORT 2017 Balance Sheet
ANNUAL REPORT 2017 Comments on the balance sheet a
nd funds statements
ANNUAL REPORT 2017 Financing
ANNUAL REPORT 2017 Accounting and Valuation Princi
ples
ANNUAL REPORT 2017 Notes
ANNUAL REPORT 2017 Investments
ANNUAL REPORT 2017 Reporting in Accordance with Pe
rformance Plan
ANNUAL REPORT 2017 Reporting in Accordance with Ap
propriation Directions
ANNUAL REPORT 2017 Risk Management
ANNUAL REPORT 2017 Dividend Proposal
ANNUAL REPORT 2017 Audit Report
ANNUAL REPORT 2017 Board of Directors
ANNUAL REPORT 2017 Group Management
ANNUAL REPORT 2017 Five Years at a Glance
ANNUAL REPORT 2017 Abbreviations and Explanations