EKN continues to have a good skills provision. We do not foresee any significant risk of a shortage of staff in any particular categories in the next few years.

Skills development

Many EKN employees are given the opportunity to develop their skills by being seconded for a period of time to another business. During the year, employees have worked at Nordic Investment Bank in Helsinki, Standard Chartered Bank in Singapore, the EU in Brussels, the Berne Union in London, SEK AB, and the Swedish Ministry for Foreign Affairs.

Personnel statistics

Total sick leave during the year was 2.3 percent of total normal working hours. The corresponding figure for the previous year was 2.8 per cent. No fewer than 75 percent of EKN’s 109 employees had five or fewer days of illness during the year, the definition of what is called being long-term healthy.

Of total sick leave, 31 percent was long-term sick leave. This is a large reduction from the previous year’s 60 percent. Long-term sick leave means sickness notification of 60 days or more.

Targets for EKN’s skills provision 2006 – 2007:

• A uniform age distribution with an average age in the range 38-42
  • The median age at the end of 2006 was 42.
• Annual turnover of personnel around 4-5 percent
  • The turnover of personnel was just over 10 percent.
• Internal job mobility of around 3-5 percent
  • During the year approx. 5 percent of employees changed their work assignments between departments.
• A balanced distribution by gender in all skills areas, i.e. within the range 40-60 percent
  • At the end of 2006, 45 percent of employees were men and 55 were women.
• The average period of employment for persons who give notice to leave shall not be less than 4 years
  • The average period of employment for persons who left during the year was 2 years. Including those retiring on a pension, the average period of employment was 3 years.

EKN has been striving for several years to increase ethnic and cultural diversity.

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