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Prudence, progressiveness and reliability are integral values within Landsvirkjun’s diverse workforce. We strive to create a workplace at the forefront of working environments where human resources are the key to our success and progress. Our Human Resources Policy is built on mutual trust, awareness and respect between the Company and its employees. Dynamic human resources management means that we can do our utmost to protect and nurture the expertise, ability and well-being of our workforce.

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Continuous development in human resources

There were 260 full time employees in 2014. We also accepted 155 young adults and 55 university students into our summer employment for young people.

In 2014, we continued to improve and strengthen our human resources management. Our Human Resources Policy (since 2009) was reassessed and extensive alterations were made. In fact, most of our procedures were simplified and re-written.

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Workplace analysis and management reviews

A workplace analysis is conducted annually in the first quarter of the year. The analysis is designed to assess employees’ opinions pertaining to internal organisation, management and workplace culture. The purpose of the analysis is to collect information on the working environment so that improvements can be made, and to strengthen the team. Management reviews were conducted concurrently so that employees could assess management performance.

Landsvirkjun held a policy development meeting in the autumn of 2014. Landsvirkjun‘s employees were asked to work together on various policy issues in Landsvirkjun‘s operations. The issues covered this year included team spirit within the Company, internal and external communication and marketing issues.

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Performance interviews

Employment satisfaction was given a score of 4.29 on a five-point scale and is increasing every year.

Performance interviews were implemented in the first months of this year and 95% of our staff attended interviews with their manager/director. The interview is competency-based, reviews the qualification requirements for each employee and assesses the performance of these. Employees now receive detailed reviews on a regular basis, feedback on where they are performing well and where improvements could be made.

The implementation of performance reviews gives management a better overview of human resources within the Company and the opportunity to optimise the expertise of each and every employee.

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Intranet communication

A new intranet system with more extensive options for communication was launched this autumn. The news section of the intranet was improved, more photographs were introduced and activity increased. A chat link was added where employees can contribute to dialogue by adding comments and videos much like any other social media site. The development of the intranet is part of our drive to increase communication and dissemination of internal knowledge.

Jafnlaunaúttekt

Landsvirkjun Awarded the Gold Standard by PWC for Wage Equality

Landsvirkjun has been actively involved in auditing gender wage differences in the last few years in order to prevent inequality. Last year, Landsvirkjun was awarded the Gold Standard by PWC for Wage Equality and has once again achieved the requirements set out by PWC this year. The difference between the fixed salary rate for men and women is 0.1% which is the lowest difference ever measured by PWC, within Icelandic companies. The difference in overall salary is 2.8% which can be attributed to the fact that a large group of employees are involved in shift work at the Company’s power stations.

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Health and safety

The health and safety of employees is a key issue at Landsvirkjun. Working methods are specifically designed to prevent accidents and a so-called "zero accident policy" is adhered to. Unfortunately, we were unable to fulfil this objective in 2014. One incident was registered this year and fortunately, not a serious one. We are pleased to announce that there were no accident related absences at our power stations this year which is a great success. Safety issues remain a priority for Landsvirkjun and an accident-free operation is one of the main targets outlined by the Company.

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Appointment of a Safety Manager

Mr Kristján Kristinsson was appointed Safety Manager at Landsvirkjun this year. He has worked for Landsvirkjun since 2003 as a Project Manager in health and safety matters and as the Safety Manager for new projects. The appointment of a Safety Manager is part of Landsvirkjun’s drive on health and safety matters.

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Implementation of health and safety matters

The occupational health and safety management system utilised by the Company is certified in accordance with OHSAS 18001 and the system is reviewed on an annual basis by Landsvirkjun’s safety committee and at the main review meeting held by the Company directors. The electrical safety management system (RÖSK) is reviewed annually by a certified inspector on electrical safety matters. A risk assessment is conducted for all jobs and projects completed by Landsvirkjun. A risk register is developed for larger projects to outline all risks associated with the project, i.e. employee safety.