Orion wants to provide its employees with a healthy and safe working environment and a smooth-operating working community. Orion’s occupational safety and well-being activities focus on the prevention of hazardous situations and occupational diseases and injuries.

In 2009, the Group organised a total of 71 trainings focusing on environment, health and safety for 1,874 participants. In 2008, there were 101 trainings and 1,890 participants.

Due to lack of suitable data gathering methods, the average hours of personnel training cannot currently be reported against the GRI indicator LA10. Let’s mention on a general level, however, that Orion encourages its employees’ professional development and offers various internal trainings as well as training provided by third parties designed specifically for the needs of Orion and its employees. The number of days of training is estimated to have remained at the same level from 2007 to 2009.

Competence development is planned based on the Group’s strategy and goals to determine the kind of competence needed for successful operations both at short and long term. The most effort and widest range of trainings focus on professional development. A permanent focus is on enhancement of supervisory skills. One important group consists of experts who have their own training programme. Orion employees are also active in updating their competence in IT and quality assurance.

LA12 Percentage of employees receiving regular performance and career development reviews

Performance reviews have become a standard in the Orion Group. In 2009, approximately 85 per cent of employees received a review. Where better applicable, performance reviews have been conducted for groups of several persons.

An estimated 95 per cent of clerical employees discussed their performance with a supervisor at least once during 2009. All supervisors have been instructed to organise performance reviews.  

For the exempts, performance review rate has been 100 per cent. Their session includes an assessment of performance in relation to the objectives set for the year in the previous review for the basis of the performance-based bonus system, and setting new personal targets with the supervisor.