LFV Annual report 2018 1
L F V 2018 DIRE C T OR ’ S REPOR T A LEARNING AND
DEVELOPING ORGANISATION NUMBER OF YEARLY EMPLOYEES 441 (45%) 541 (55%) We are training and recruiting for the future, as well as increasing our attractiveness as an employer. LFV should be an attractive employer that offers an open and inclusive workplace with great opportunities for personal development. Operational air traffic controllers Other personnel NUMBER OF EMPLOYEES 629 (56%) 485 (44%) Women Men 5 SICK LEAVE (%) 4.16 4 3.28 3 2.34 2.1 2 1 0.79 0 2017 2018 29 years of age or younger 30–49 years of age 50 years of age or older 2.5 SKILLS SUPPLY AND RECRUITMENT LFV faces new challenges with increased air traffic, growing demands for efficiency and sustainability, large projects and new commissions that also place great – and in some ways new – demands on employees throughout the organisation. LFV is working actively in order to meet the need for air traffic management and other operational skills, technical specialists, project managers and engineers. Many retirements are expected within certain occupational groups over the next ten years. For example, approximately 300 air traffic controllers will retire. In order to manage the need for human resources, a skills audit was made, which will be implemented in 2019, and further investments in air traffic controller training are being made. In order to actively attract employees with the skills needed over the next few years, LFV has initiated employer branding activities. This includes developing and reinforcing the employer brand, recruitment, developing profile materials, films and more. LFV has recruited several people over the year, including air traffic control students and various types of specialist, along with those needed for government commissions received by LFV for the reconstruction of national defence. MODERN PUBLIC UTILITY WORK In 2018, the government gave authorities an assignment to create so-called modern public utility work for people who are far from the job market, including new arrivals, so that they can perform simple tasks at the authority. Modern public utility work consists of governmental employment with qualification requirements and for tasks that are currently not performed at all or to an insufficient extent. During the year, three people were employed at LFV within the framework of the initiative. LEADERSHIP DEVELOPMENT The management program that began in 2017, which involved some thirty managers and overseers, concluded in 2018. Meanwhile, a new leadership development program has been initiated that involves most managers and other overseers in LFV, focusing on increased collaboration between different departments. LFV also holds an employer’s course twice a year, which covers the regulations that apply to LFV as an employer. The introductory training for new employees and new managers was reviewed during the year, and now a revised version is used to support those who are new to the workplace or to their role as manager. OUR BRAND AND VALUES The implementation of LFV’s values and brand platform is a continued priority. With values such as solution-oriented, committed and innovative, and LFV’s brand promise to help our customers position themselves, LFV should be an attractive partner for customers as well as stakeholders and employees. EMPLOYEE SURVEY The annual employee survey is an important contribution to the development of our operations and leadership. This year's survey had a response rate of 88 (83) percent, which was the highest level so far and well above the benchmark. When compared with other organisations, the result shows that LFV continues to have good team effectiveness and a good psychosocial work environment. LFV can see a positive development when it comes to management, but needs to continue focusing on good leadership in order to improve commitment in all parts of the organisation. The commitment index is largely unchanged, but there are variations between different units. New for this year’s survey were the in-depth questions about unequal treatment, discrimination and harassment. LFV has zero tolerance for all forms of discrimination and will continue to work on this issue at the various workplaces. 40