Talent and skills development

 

Talent kompentence

 

Induction Programme

As a new employee with the authority, you will undergo an induction programme to ensure that you get off to a good start. That way, you will soon feel at home with the authority and the work we do.

Mentoring

All new employees are assigned a mentor for guidance and support in the early phase, and the mentor will often be the one who trains them in administrative procedures and processes. For experienced staff, this is also an opportunity to develop their skills.

Internal rotation scheme

Employees have the option of rotating internally to another division or office to familiarise themselves with new types of tasks. You can discuss this with your leader or register during the annual “desire-to-rotate” round at the end of the year.

Courses

We offer a variety of internal and external courses which can help strengthen your skills.  For new employees, some of the courses are mandatory because for some positions they are an essential part of the training.

Talent development process

You have the opportunity to be selected for a course for talented employees with the potential to develop professional or personal skills of strategic importance to the authority. The course will focus primarily on strengthening your personal skills.

Promotion

To the extent possible, we want to promote employees within the authority. We believe this benefits the authority's handling of tasks and provides employees with opportunities for development. We have therefore developed a number of indicators for ensuring transparency around the professional and personal skills we consider important for promotion.

Coaching

We have an external coach permanently attached to the authority with whom you have the opportunity to receive an individual coaching course. You contribute to the structuring of the course yourself, ensuring that it will help strengthen you in your work. For example, it could be addressing topics such as presentation skills, organising your work or personal impact.

3- and 5-year interviews

After three years, employees will have an interview with one of the deputy director generals and, after 5 years, an interview with the director general.  This gives each employee the opportunity to engage in direct dialogue with the management regarding satisfaction and development opportunities, and to make suggestions regarding the authority's work.

Leadership development

Within the authority, we prioritise the development of the leadership team in order to ensure that we generate the best results. We therefore work with development of both individual leaders and the entire leadership team.

Employment conditions