
ciency programme are reported in further detail in the Corporate Social
Responsibility Report and Environmental Report. The information has
Group personnel and training
Personnel
that promotes equality and does not condone any form of discrimination.
At the year-end, the total number of personnel in the Group was 984
Veli-Pekka Nurmi was appointed in 2021
Mikko Kosonen, was appointed as
a Corporate Advisor as of 1 January 2022, and he will retire during the
summer 2022.
The collective agreements for different groups of personnel in the
energy industry are in force in accordance with the so-called framework
agreement of labour confederations until the beginning of 2022. 100
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tions during the year, and the spread of the virus was prevented through
several measures on the Olkiluoto island. Broad measures included e.g.,
reducing travel, transitioning to remote work where possible, restricting
as well as transferring training into an online environment. Access
restrictions were implemented in the area to divide encounters into
well as cleaning operations at all sites underwent major changes, and
transmission chains were avoided in Olkiluoto.
A personnel survey is carried out in the Group approximately every
Spirit Oy were received in November 2021. The response rate was
85 percent, and the People Power Index, which represents the overall
Personnel performance and workload are monitored in navigation
discussions held three times a year. Personnel admission and exit inter-
views are held at all levels of the Group. Supervisors are instructed in
the general and professional induction training of new employees before
new recruits begin their work. Summaries are drawn of both admission
interviews of new employees and exit interviews of personnel leaving
the Group, and the results are utilised in developing operations.
The Group’s management and operational culture is developed with the
help of the Better Workplace programme. The goals of the programme
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ditions for operations by developing issues related to the work of each
individual, the immediate work community, and the entire Group. The
progress of the programme is monitored on a regular basis, and the
effectiveness is measured with e.g., regular personnel surveys. In 2021,
the focus has been, among other things, on better and broader communi-
cation and processing of shared issues related to nuclear professionalism,
clear decision-making and improving cooperation, as well as develop-
ment activities related to a modern workplace and work methods.
The focus of occupational health care has been on preventative occu-
pational health care, which supports the employee’s health, work, and
functioning abilities, as well as their maintenance and development.
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va’s supervisors was carried out from August to September 2021.
135 supervisors took part in the investigation, and the analysis of the
Group’s occupational health care provider, Terveystalo. The objective
was to gain an overall picture of the supervisors’ coping at work. The
necessary means and procedures for promoting and supporting the
supervisors’ coping at work will be planned based on the results.
The human resource issues and indicators for 2021 can be found in
more detail in the Corporate Social Responsibility Report.
Training
employees was implemented according to the annual training
programme as in previous years. Personnel were trained for a total
training was offered, and training was carried out in a high-quality
In 2021, OL1, OL2, and OL3 operators attended operational training
days in the spring and in the autumn as well as advanced simulator
courses according to their training programme. OL3 operators worked
in shifts in the combined operating organisation of the Plant Supplier
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REPORT OF THE BOARD OF DIRECTORS AND FINANCIAL STATEMENTS 2021
KEY FIGURES GROUP FINANCIAL STATEMENTS PARENT COMPANY FINANCIAL STATEMENTS FINANCIAL INFORMATIONREPORT OF THE BOARD OF DIRECTORS