CSR 2012 Engelsk 1
CSR GOOD WORK ENVIRONMENT ANNUAL ONE MEASUREMEN
T Each year we measure culture and common values to ensure that Mimer is working in the right direction. The survey measures both actual behaviors in some areas, and the importance of employee assessments in each area. In the measurement in 2012 all employees participated On a five-point scale, the result was 4.39, which corresponds to very good. The target for 2013 is 4.4 and 4.5 in the longer term Annual ONE measurement Organisation Leadership Team Individual Finance Marketing Production Ftg-system 2010 3,76 4,24 4,36 4,33 4,25 3,94 4,01 3,62 2011 3,99 4,32 4,42 4,33 4,26 4,02 4,06 4,01 2012 4,12 4,46 4,41 4,46 4,4 4,11 4,19 4,19 MONTH ONE STORY Every month this year we have recognized an example of good work achievement from daily operations. We have selected employees who have done something income statement, working in Mimer’s customer center and act as a housing representative. All visit a construction site and meet the Managing Director to learn how the company managed. The program ends with an assignment or a test. PAJ, Try another job To increase understanding of each other’s work, each employee at least once a year spends time with a colleague in their job. Our employees are also offered the opportunity to switch jobs for a day with other housing companies in Sweden. In 2012, we offered the opportunity to visit housing companies in other countries. New salary model In order to more clearly reward good performance, we have developed the Mimer salary system. Salary adjustments take into account both the opening salary and this year’s performance. Evaluation is based on a specific review document based on Mimer core-values. STAFF TURNOVER During the year, we employed eight new employees, including three women and five men. One male employee has left. extraordinary within our core values of care, innovation and commitment. During a ONE gala in February 2013 the ultimate winners were crowned, one in each core value. Introduktionsprograms All new employees undergo an induction program. In DEVELOPMENT EFFORTS IN 2012 their induction period they learn more about Mimer’s properties and values explained within the company’s core values. They are taught to understand a balance sheet and SICKNESS ABSENCE HAS FALLEN Sickness absence fell during the year from 3.71% to 2.14%. We invest heavily in prevention and health promotion. In autumn, all employees have had health profiles and based on the results we have planned our future health promotion activities. Number of Employees annual average*) Age Male HK + Kundcenter Områdeskontoren Totalt 29 (29,5) 33 (30,0) 62 (58,5) Female 36,1 (35,7) 11,6 (11,6) 47,9 (45,3) *) The total hours divided by the normal hours worked Absence (shown in % of normal time) Age Male -29 30-49 50Totalt 0 2,6 2,4 2,5 (0) (1,9) (2,0) (2,8) Female 6,3 (3,6) 1,5 1,7 1,7 (5,8) (5,0) (5) Totalt 65,3 (65,2) 44,6 (41,6) 103,8 (109,9) ! Totalt 6,3 (3,6) 2,0 2,1 2,1 (3,9) (1,7) (3,7) Short term < 60 days Long term > 60 days Male 1,51 Female 1,52 0,18 Totalt 2012 1,51 0,96 0,60 Did you... ... know that in order to increase understanding of each other’s work, it is mandatory for all employees to - Try another person’s job - at least one day a year? Sickness absence (shown in percentage of scheduled time) Age 1,72 Bostad os ad imer ustai Å Totalt 2011 Totalt 2010 Totalt 2009 1,99 1,42 1,35 Bs AtB Ms AB Mim Ser narsbrielido Rep n t 2 2,48 0,60 tyvisniorg 2012 17