To achieve this, the whole personnel needs to be motivated, carry out their tasks in a responsible manner and commit to observing the agreed practices and procedures. These goals can be achieved by developing managerial competencies, for example.TVO offers the employees diverse work tasks and opportunities for development at work and professionally. TVO provides competitive rewards and encourages employees to work profitably, to meet their goals, and to function on a high level every day.
TVO provides the personnel with a safe and healthy working environment and creates preconditions for work well-being. The principles of the HR policy are implemented through good cooperation with the personnel. The objective of TVO is to ensure the equality and well-being of the work community which does not approve of any discrimination and which promotes the implementation of equality.
The Competence Centre for HR is in charge of ensuring that the human resources of the Company are competent and adequate to guarantee the achievement of the objectives specified for the Company. The goal is to foresee personnel needs, together with the management, and to recruit personnel of a high standard of competency to support the work tasks required by TVO's strategy.
TVO continued to prepare for the commissioning of Olkiluoto 3 (OL3) by recruiting more than 100 new experts in 2017. The theme of TVO’s recruitment campaign “Hiukkasen parempaa duuni” (Particle-larly better jobs) was widely visible during the year in various communication channels. TVO also reformed its organization. The objective of the reform was to ensure the safe use and systematic development of both OL3 and the existing plant units also in the future.
At the end of 2017, TVO employed 806 people. The average number of employees during the year was 800. Most of the employees work in Olkiluoto, with approximately 25 employees based in Helsinki. The average age of the personnel in 2017 was 43.2 years.
During the year, 110 new employees were hired. At the end of 2017, 22.2 % (In 2016: 22.9 %) of the permanent employees were women. The Board of Directors had 10 members, one of them a woman. The Management Group had 14 members, three of them women. The Management Group has three personnel representatives. A total of 47 permanent employees left the Company, 8 of them due to retirement.
TVO offered a summer job to 92 (2016:79) trainees in 2017. As in the previous year, TVO participated in the responsible summer job campaign of the Finnish Children and Youth Foundation. The purpose of the campaign is to develop summer employment and the ability of 16–25-year-olds to enter the world of work. For TVO, participation in the campaign meant incorporation of its principles into the work of the summer trainees. TVO also continued cooperation with educational institutes in the region, and participated in recruitment events organised by institutes of higher education across Finland.
Leadership and well-being at work are developed
TVO looks after the well-being of its personnel at work; the projects and activities related to this are described in more detail on the
Occupational well-being page
An extensive coaching package consisting of several different coaching events was offered in 2017 to the management and managerial personnel. Work community training related to change situations was also provided to the whole personnel. The satisfaction surveys on leadership and implementation of changes, started some years ago, were continued. They are part of the well-being at work programme and support the development of leadership and managerial skills. The surveys were targeted at both managerial work and the operation of the work community.
During the year, 12 percent (2016: 12 %) of the permanent personnel took parental leave. Systematic development of professional competency and long employment relationships form the basis of TVO’s competencies and professionalism.
TVO observes in its operation the collective labour agreements for the energy sector, negotiated agreements are valid until 31 January 2020. All of the employees fall under the scope of the collective agreements. Employees of TVO have freedom of association.The salary and wage systems agreed on in the energy sector for technical and industrial employees and workers are based on the job requirement categories and support the equal-wages policy. As a rule, TVO’s employment benefits apply to the entire personnel, excluding very short employment contracts.
|Personnel structure ||2017||2016||2015 ||2014 ||2013 |
|Personnel, permanent, Dec 31 ||783||720||730||751||762|
|Personnel, fixed-term, Dec 31||23||26||18||54||90|
|Personnel, part-time, Dec. 31 1)||11||17||14||-||-|
|Average age of personnel 1) ||43.2||43.3||42.8||43.4||43.7|
|Personnel place of domicil (%) 1) |
|New employees 1)||110||48||69||33||25|
|Average age of new employees 1)||35.8||34.1||38.4||30.6||34.3|
|Average service period 1)||12||13||13||14||14|
|Incoming turnover (%) 1)||14.0||6.7||9.5||4.4||3.3|
|Ongoing turnover (%) 1)||6.0||8.1||12.3||5.9||4.7|
|Number of retirees 1)||8||17||28||24||24|
|Average age of retirees 1) ||64.6||63.7||63,3||63,2||63,5|
|Board of directors by age (%) |
|Management group by age (%) |
1) Data only reported for permanent employees
|Personnel sections by gender||Women (%) ||Men (%) ||Total |
|Senior salaried employees||111 (24 %) ||346 (76 %)||457|
|Workers||0 (0 %) ||135 (100 %)||135|
|Industrial salaried employees||38 (100 %) ||0 (0 %) ||38|
|Technical salaried employees||25 (16 %) ||128 (84 %) ||153|
|Personnel sections by age||Total ||< 30 ||30-50 ||> 50 |
|Senior salaried employees||457||26||310||121|
|Industrial salaried employees||38||0||28||10|
|Technical salaried employees||153||21||94||38|
|In 2017, hired permanent personnel by age||Men||Women||Total|
|Service period by age and gender|
(departed personnel 2017)
|Men ||Women ||Total, on average|
|Total, on average||12||10||12|