Indicator 1.4 - Employee Training and Education
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.
Well educated and properly trained employees can generally expect higher wages than those with less education and training, which means an improved quality of life for their families.
Performance
a. Percentage of working hours employees at Fjardaál and Landsvirkjunar put into work-related training.
LANDSVIRKJUN: In the year 2008, 214 hours of Fljósdalur Power Station employees' work time was invested in training and attending work-related courses. In 2009, these were 777 and in 2010 a total of 1106 hours were put into training and attending work-related courses.
ALCOA: In the year 2007, a total of 37,473 work hours were put into studies, both academic and vocational, by Alcoa Fjardaál employees, 23,716 work hours in 2008, 31,533 work hours in 2009, and in 2010, 47,668 work hours were put into attending courses and receiving training.
The table below shows the percentage of work time that Fjardaál and Fljótsdalur Power Station employees invest in courses and training in 2007-2010.
| 2007 | 2008 | 2009 | 2010 | 2011 | ||
| Alcoa Fjardaál | 7,1% | 4,4% | 3,8% | 7% | 7% | |
| Fljótsdalur Power Station |
11,54% | 0,9% | 3,1% | 4,4% |
b. Education levels of employees at Fjardaál and Landsvirkjun compared to other employees in Iceland
TABLE TO BE REPLACED WITH AN ENGLISH VERSION
Sources: Statistics Iceland 2007, Landsvirkjun 2010 and Alcoa Fjardaál 2011.
Metrics, Targets and Monitoring Protocol
What is measured?
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Percentage of working hours employees at Fjardaál and Landsvirkjunar put into work-related training (project effect: direct).
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Education levels of employees at Fjardaál and Landsvirkjun compared to other employees in Iceland. Survey made every five years (project effect: indirect)
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Percentage with university degree (ISCED 5.6)
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Percentage with vocational or college education (ISCED 3.4)
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Percentage with basic education (ISCED 1.2)
Targets
a) LANDSVIRKJUN: Target not applicable. Will monitor and report data. FJARDAÁL: Target not applicable.Will monitor and report data
b) Employee educational level equal or higher than in Iceland in general.
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. FJARDAÁL: Information from Human Resources database. Data is collected annually.
b) Alcoa Fjardaál's HR team and Landsvirkjun's Human Resources Department collect information every five years on the employees' education level. Statistics Iceland publishes information about the educational level in Iceland every five years.
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.
