Senior policy Vennesla

Theme

The “Senior Policy” will secure that the municipalities take advantage of the knowledge of senior employees and refers within DC NOISE to the theme labour market.

Short description of the pilot

Vennesla municipality experiences a pressure in to-days labour market, related both to recruiting new employees and keeping qualified personnel within the municipality. At the same time many employees retire on a contractual pension or disability benefit. National statistics show that only 38% of the persons in the public sector are in positions after the age of 62. Over the years the labour market has become so tight that the fight for “the high qualified” has developed into an “all against all”-fight. To be competitive Vennesla municipality must have a more visible strategy for lifetime personnel management, and in this context the senior policy is very important. In a few years time the new pension system will demonstrate that early retirement will have a negative impact on the pension. Based on this fact it is imperative to make efforts to keep employees longer in positions. Experiences from other companies show promising results.

Main aim

• To keep qualified employees in the municipality.
• Introduce efforts to meet the challenges related to the need for work capacity and by that be able to maintain a high level of service to the inhabitants.

Expected results

• Make the employees stay longer in their positions.
• Maintain a good motivation among the senior employees.
• Make senior employees transfer their experience and knowledge through a mentor arrangement.

Co-partners

The other cooperating municipalities within Knutepunkt Sørlandet