Responsibility for personnel

Strong and diverse expertise is the foundation of CSC's business and the services it provides. Personnel competence and solution-oriented activities are key factors for the success of the company.

Personnel policy, well-being at work and key figures

CSC continued to operate in emergency conditions in 2021 due to the COVID-19 pandemic. Remote work and distance teaching and learning were part of everyday life for both the company's customers and personnel. Based on personnel feedback, CSC succeeded well in managing the pandemic situation and communicating about it. The impacts of the pandemic on business remained minor.

Mental working ability plays a key role in employees’ motivation and coping at work, particularly among those working in an expert role. Well-being at work was addressed in many different ways at CSC, including greater flexibility of working hours, lending furniture to employees for use at home, offering desk workouts online and organizing communal events for the entire staff on Zoom. CSC also offers its employees extensive occupational health care services, which include COVID-19 testing and vaccinations as well as health security insurance. Due to the exceptional situation, there was little possibility of offering a wide range of supported physical activity, recreational activities and pastimes during the year.

CSC once again received recognition as one of the ‘most inspiring workplaces’ from Eezy Flow, the research company that carries out our personnel survey. This is an indication of a high level of employee dedication. The response rate in the survey was excellent, exceeding 86%. Despite two years of a COVID-19 pandemic, CSC has been able to maintain and even slightly improve staff satisfaction. The number of employees has also grown strongly during the pandemic, which means that CSC has succeeded in welcoming new employees, also in the exceptional conditions and through remote connections. This is proof of good supervisory work and a strong organizational culture, both of which were also highlighted in the survey results.

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At the end of 2021, CSC had 511 employees, 94% of whom were in an employment relationship valid until further notice. Employee turnover was 5.4%, which is an excellent rate for the industry. The average duration of employment was approximately 7.4 years and the gender ratio was 32% women and 68% men.

I am particularly pleased that in our results, for example, the employer image, management and operational culture and managerial activity are well above the benchmark of Finnish experts,” rejoices Kimmo Koski, CEO of CSC.

Key figures for CSC staff 2021

 

Code of Conduct and equality

CSC's Code of Conduct, our values, describes exhaustively the principles related to personnel rights that we comply with in all activities of the company. The Code of Conduct is complemented by an internal equality and non-discrimination plan, which is reviewed and updated regularly.

Performance management, competence development and rewarding

CSC conducts performance and target discussions during the first quarter of the year to assess the achievements of the previous period and to set targets for the next one. The employees' personal goals are set in proportion to the targets of the unit and the company. Competence development planning takes place within the framework of the personal development plans in August and September, and the realization of the plans is monitored actively by the employees and their supervisors.

Incentive bonuses not exceeding approx. 4.7% of the annual salary were granted to the personnel in 2021. The Board of Directors makes an annual decision on the amount of the incentive bonuses and the criteria for awarding them as well as authorizes the Managing Director to award the bonuses to the personnel.

CSC aspires to be an attractive and responsible employer that motivates its personnel to achieve outstanding performances. CSC also encourages the personnel's lifelong learning and supports further studies by means of sabbaticals for competence development. The personnel participated in various training packages aiming to develop their professional competence during the year, in addition to which their continuous on-the-job learning and knowledge sharing were encouraged.

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