Statkraft as employer

The Group gained 217 new employees on 1 January 2009 as a result of the E.ON transaction. One year after the take-over, a large majority of our new colleagues report that they are very satisfied with having Statkraft as their employer. In 2009, Statkraft was ranked as Norway's fourth best place to work and this year's "up-and-comer" in Universum’s annual Graduate Survey.

Successful integration process

In connection with the E.ON agreement, the Statkraft Group gained 217 new employees from 1 January 2009. The integration of E.ON had been carefully prepared, and surveys conducted in 2009 show that a large majority of the new employees are very satisfied with being employed by Statkraft. Strict health and safety requirements are appreciated, and many of the respondents emphasise that Statkraft is an organisation geared for the future. Clear, straightforward communication was an important part of the integration process. As a consequence of this, as well as Statkraft's growing international activities, there are now five languages represented on Statkraft's website.

Statkraft is growing

Statkraft continues to grow and the Group had 3378 full-time equivalents as of 31 December 2009 (2633 as of 31 December 2008). The number of full-time equivalents has increased by 71 per cent from 2005 to 2009. The increase in 2009 was 28 per cent, and 466 of the new full-time equivalents are in connection with the consolidation of SN Power. The Group has employees in 19 countries, and 28 per cent of the staff work outside Norway. 

See graph Full-time equivalents

The year's up-and-comer among technology and economics students

In 2009, Statkraft rose on the list of Norway's most popular employers among engineering and economics students. The engineering students ranked Statkraft fifth (15th place in 2008), while the economics students ranked Statkraft as the 25th best employer, (43rd place in 2008). These results mean that Statkraft is the most attractive energy industry employer for graduate students in Norway. More than 800 students participated in the Universum Graduate Survey.

Statkraft's two-year trainee program is an attractive option. It is also an important instrument in ensuring future access to the right, high-level expertise. In 2009, a total of 29 trainees were at work in different parts of the Group. From 2010, the trainees program will be tailored to the company's international development. Several of the trainees will work outside of Norway, and all gatherings and courses will be held in English. 

Norway's fourth best workplace

In 2009, Statkraft was ranked Norway's fourth best workplace among enterprises with more than 250 employees. The study was prepared by Great Place to Work Institute Norway. Statkraft received high scores in all main areas; community, pride, credibility, fairness and respect. In the credibility area, Statkraft stood out with clear communication of its vision and strategic objectives.

Statkraft also achieved good results in the Universum Professionals survey, which measures popularity among employees with an average 5.5 years work experience. Among technologists, Statkraft was ranked the eleventh most popular workplace, while economists ranked Statkraft 17th in Norway.

Collective and individual variable salary

Statkraft has established collective variable salary schemes. The schemes vary in the various companies and disbursement is based on different indices which may reflect factors such as operational performance and health and safety performance. The collective variable salary scheme disbursed NOK 13 000 - 30 000 per employee in the various Group companies in 2009.

In addition, a scheme involving individual variable salaries has been implemented in the Norwegian part of the parent company and in Trondheim Energi. This is based on the achievement of set goals in addition to compliance with Statkraft's values and requirements for managers, and has an upper limit for each individual employee of 10 per cent of base salary. SN Power has established a simular scheme where the upper limit for each individual employee is set to 10-20 per cent of base salary.