Training and development
The City of Helsinki offers its personnel versatile opportunities for training and development. Personnel know-how and skills are developed and strengthened with the help of professional and vocational training, on-the-job training, sharing of know-how and skills, and opportunities for career development.
In addition to professional and vocational training, the City applies many types of on-the-job training and sharing of know-how and skills. One of these types is by distributing the responsibility for a duty among two or more employees. Work is more and more carried out in teams, projects and networks, which further promote the sharing of know-how and skills.
Mentoring means that a more skilled employee trains a newly recruited employee, but the recruit also brings along know-how and new ideas.
The succession model means that the successor to a duty starts work while the predecessor is still on duty and guides the successor for a set period of time. The successor gains versatile know-how, skills and networks.
The City has long traditions in apprenticeship training. The personnel can also enter apprenticeship training to develop their know-how and skills. An apprentice is trained by a workplace supervisor.
As a major employer, the City can offer employees tasks inside the City that develop their careers and skills. Employees can also develop their skills by task rotation.
Employees can also apply for study leaves for extensive studies.
Every employee should be provided with a career development plan in their annual performance-appraisal and development discussion. The progress of this plan is monitored.
The educational and training level of the City personnel has been rising for a long time. Higher academic degrees have become more prevalent, and a growing number of employees have a doctoral degree. The City recognizes degrees with monetary rewards.