Job satisfaction at record level

A record number of PRH staff members took part in the VM Baro survey measuring job satisfaction in central government. The average job satisfaction based on the survey was at 3.97 (on a scale of 1−5), which was also a new record.

The operating culture, work content, opportunities to influence developments, employer image and values were the strengths highlighted in the survey.

The COVID-19 pandemic prompted the PRH to move almost all its staff members to remote work in March 2020 within a period of few days. Digital tools, work arrangements and remote work practices already used in the past made the transition considerably easier.

Smoothness of the transition is reflected in the fact that in the VM Baro survey carried out in late autumn, the working and operating environment was rated at 4.05.

Work atmosphere survey results 2019−2020 (VM Baro, scale 1−5)

Overall job satisfaction

Familiarity with the agency's goals

The management's performance in setting an example and pointing out the right direction

The management's performance in organising work

The PRH is a good place to work

Work to improve operating culture continued

The survey also showed that staff members were well aware of the principles (open, respectful and competent) selected to guide our operating culture in 2019. Respondents also felt that the principles are now better reflected in everyday work.

The agency’s operating culture was examined in a separate survey. Using the results as a basis, we will continue to develop our work to ensure smoother work practices and better well-being at work.

Towards coaching management

In 2020, the PRH introduced the joint central government competence management solution. Osaava is an online service that supports competence management. It can also be used to encourage feedback and improve the monitoring of targets.

With the introduction of Osaava, the PRH has also adopted a new operating model and a large number of coaching development discussions have been conducted during the year. Using Osaava, we can promote the transition to trust-based coaching management.

Number of personnel in person-years 2020