TVO’s Code of Conduct and group-level policies lay down the principles of the Company’s personnel policy. TVO aims to provide a healthy, equal work community that promotes equality and does not condone any form of discrimination.
At the year-end, the total number of personnel in the Group was 878 (807), and the average during the year was 872 (801). The year-end total number of personnel in TVO was 877 (806), and the average during the year was 871 (800). The year-end total for permanent personnel was 862 (783).
TVO recruited 134 (110) employees in 2018. During the year, 55 (47) permanent employees left the Company, including 9 (8) who retired and 12 employees who were moved to Admister Oy in the transfer of a business. TVO’s sick leave percentage was 3.1 (2.1).
In the end of May two TVO management group members left the compary: Anna Lehtiranta who was responsible for Corporate relations and Risto Siilos who was responsible for Legal affairs and procurement. In October 2018, Ulla-Maija Moisio was appointed as member of management group and responsible for Legal affairs by the TVO Board of Directors. The appointment entered into force as of November 1, 2018.
The collective agreements for different groups of personnel in the energy industry are in force in accordance with the so called framework agreement of labor confederations until beginning of 2020. 100 % of TVO employees are working under collective agreement.
Personnel performance and workload are monitored in navigation discussions held three times a year. Personnel admission and exit interviews are held at all levels of the Group. Supervisors are instructed in 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 Company and the results are utilized in developing operations.
As the operating phase of OL3 EPR is approaching, technical services and electricity production organizations were reinforced with several dozens of technical professionals. Considerable investments were made in personnel training that supports the Olkiluoto integration, and the number of realized training days was considerably larger than that of the same time during the previous year.
The Group’s management and operational culture is being developed with the help of the Better workplace project. The goals of the project include improving efficiency of operations and securing good preconditions for operations by developing issues related to the work of each individual, the immediate work community and the entire Group. The progress of the project is monitored on a regular basis and the project’s effectiveness is measured with e.g. regular personnel surveys. In 2018, the project has focused on work community skills and supervisory communication.
The focus of occupational health care is on preventative occupational health care, which supports the employee’s health, work and functioning abilities as well as their maintenance and development.
The human resource issues and indicators for 2018 will be found in more detail in connection with corporate social responsibility reporting on TVO’s website, http://vuosikertomus.tvo.fi/annualreport2018.
The basic, continuing and further training of TVO employees was implemented according to the annual training program the same way as in previous years. The personnel was trained for a total of 13,532 (10,639) days, on average 15.4 (13.2) days per each TVO employee (including TVONS).
In 2018, OL1 and OL2 operators attended operational training days in the spring and in the autumn as well as advanced simulator courses according to their training program.
OL3 operators attended a plant knowledge course organized by the Supplier as well as basic simulator courses. OL3 operators work in shifts in the combined operating organization of the Supplier and TVO, carrying out system operation and monitoring tasks. During 2018, OL3 operators also participated in the extensive review and validation work of OL3 operation instructions. OL3 operators were licenced by the Radiation and Nuclear Safety Authority (STUK) in December 2018.
Everyone working in the Olkiluoto nuclear power plant area participates in induction training. The general part is intended for all persons working in the Olkiluoto area and the radiation part for those working in the controlled area. During 2018, a total of 3,579 (4,069) people took the general part of the induction training and 1,681 (2,438) people the radiation protection part (those recorded by January 11 2019). Both training courses were offered in Finnish and English. Both parts are also available for rehersal in the external online learning environment in Finnish and English.
Basic know-how needed in annual outages was developed by two separate trainings. Virtual and mock up training were a condition for access permission to the plant units. The objective of these trainings was to educate TVO staff and contractor workers the expectations of TVO concerning work quality and correct procedures. 828 TVO staff, 1,930 contractor workers and 55 officials were trained. Trained persons were 2,758 in total.
TVO took part in organizing a national course in the nuclear field as well as a special training in nuclear waste management together with other key operators of the industry. Through such courses, students gain a comprehensive idea of the nuclear industry and the key operating models used in the industry.
A group-wide Competence survey progressed as planned during 2018. Competence survey is used to ensure the availability of the competence and abilities required by the Company’s strategy, thus securing the attainability of the Group’s goals.