Indicator 1.4 - Employee Training and Education
Below you can find information on education levels of employees and time spent on work-related training at Alcoa Fjarðaál and Landsvirkjun.
Results
a. Percent of working hours employees at Fjarðaál and Landsvirkjun spend on work-related training.
Table 1 shows total number of working hours employees spent on work-related training at Alcoa Fjarðaál and Fljótsdalsstöð power station but table 2 shows percent of working hours spent on work-related courses and training.
Table 1: Number of working hours employees at Alcoa Fjarðaál and Fljótsdalsstöð power station spent on work related courses and training.
| Year |
Alcoa Fjarðaál |
Fljótsdalsstöð Power Station |
|---|---|---|
| 2007 | 37,473 | |
| 2008 | 23,716 |
214 |
| 2009 | 31,533 |
777 |
| 2010 | 47,668 |
1,106 |
| 2011 | 68,066 |
934 |
| 2012 | 47,562 |
649 |
| 2013 | 66,279 |
755 |
| 2014 | 64,508 |
1,125 |
| 2015 | 64,740 | 637 |
| 2016 | 67,905 |
864 |
| 2017 | 58,300 | 1,362 |
Table 2: Percent of working hours employees at Alcoa Fjarðaál and Fljótsdalsstöð power station spent on courses and training.
| Year | Alcoa Fjarðaál (%) |
Fljótsdalsstöð Power Station (%) |
|---|---|---|
| 2007 | 7.1 |
11.5 |
| 2008 | 4.4 |
0.9 |
| 2009 | 3.8 |
3.1 |
| 2010 | 7.0 |
4.4 |
| 2011 | 7.0 |
3.0 |
| 2012 | 4.0 |
2.5 |
| 2013 | 6.6 |
2.8 |
| 2014 | 7.2 |
4.4 |
| 2015 | 7.3 |
2.9 |
| 2016 | 7.4 |
4.0 |
| 2017 | 6.6 | 6.7 |
An explanation of a lower percentage of 2017, at Alcoa Fjardaál, is that employee turnover has fallen considerably, and recruitment training has therefore decreased significantly. It also expands the essens of summer workers who come every year with increased skills.
Updated : April 9 2018
Sources: Alcoa Fjarðaál (2018) and Landsvirkjun (2018)
b. Education levels of employees at Fjarðaál and Landsvirkjun compared to level of education in Iceland
Figure 1: Percent of employees with primary education (ISCED 1.2) compared to employed persons in Iceland.
NB! All employees at Fljótsdalsstöð power station have education beyond primary education, the measurement of 0% does not show in the picture.
Figure 2: Percent of employees with upper secondary/post-secondary education (ISCED 3.4) compared to employed persons in Iceland.
Figure 3: Percent of employees with university degree (ISCED 5.6) compared to employed persons in Iceland.
Revised: July 10 2017
Sources: Landsvirkjun (2014), Alcoa Fjarðaál (2014) and Statistics
Iceland, retreived Apríl 27 2014 from
http://hagstofa.is/?PageID=2594&src=https://rannsokn.hagstofa.is/pxis/Dialog/varval.asp?ma=VIN01105%26ti=Vinnumarka%F0urinn+eftir+kyni%2C+aldri%2C+b%FAsetu+og+menntun+1991%2D2013+%26path=../Database/vinnumarkadur/rannsoknir/%26lang=3%26units=Fj%F6ldi
Metrics, Targets and Monitoring Protocol
What is measured?
-
Percentage of working hours employees at Alcoa Fjarðaál and Fljótsdalsstöð power station spend on work-related training (project effect: direct).
-
Education levels of employees at Fjarðaál and Fljótsdalsstöð power station compared to other employees in Iceland. Survey made every five years (project effect: indirect).
-
Percentage with university degree (ISCED 5.6)
-
Percentage with vocational or college education (ISCED 3.4)
-
Percentage with basic education (ISCED 1.2)
Monitoring Protocol
a) Landsvirkjun: The company operates a registering system which collects records on time invested in courses, but no vocational training is recorded. The manager of the power station will collect this information. Fjarðaál: Information from Human Resources database. Data is collected annually.
b) Alcoa Fjarðaál HR team and Landsvirkjun Human Resources Department collect information every five years on the employees' education level. Statistics Iceland publishes information about educational level in Iceland every five years.
Targets
a) Landsvirkjun: Target not applicable. Landsvirkjun will monitor and report data. Fjarðaál: Target not applicable. Fjarðaál will monitor and report data.
b) Employee educational level equal or higher than in Iceland national education levels.
Possible countermeasures
Not applicable, monitoring only.
Changes of indicator
At annual meeting of the initiative on May 6 2015 the following change was approved in the monitoring protocol.
What is measured?
| Original text |
Changed text |
|---|---|
| a. Percentage of working hours employees at Fjarðaál and Landsvirkjun put into work-related training | a. Percentage of working hours employees at Fjarðaál and Fljótsdalsstöð power plant spend on work-related training |
| b. Education levels of employees at Fjarðaál and Landsvirkjun compared to other employees in Iceland. Survey made every five years | b. Education levels of employees at Fjarðaál and Fljótsdalsstöð power plant compared to other employees in Iceland. Survey made every five years |
Rationale for changes
There is a mismatch between monitoring protocol and what is measured. The protocol refers to employees at Landsvirkjun but the results apply to employees at Fljótsdalsstöð power station only, since the project is about East Iceland.
In fourth phase of the initiative the numbers of the sustainability indicators were changed. This indicator war originally number 5.1 and is referenced as 5.1 in early documents of the project.
Rationale for Indicator Selection
Increasing the education and training levels of a workforce provides the local economy with the potential for increased productivity and economic development. Alcoa and Landsvirkjun have the opportunity to invest in their employees through a comprehensive training program.
Educated, trained employees can command higher salaries and, hence, employees' families can enjoy a higher standard of living.
