At the end of 2018, the Cancer Society had 104 employees (97 at year-end 2017). Staff The number of permanent employees was 78 and the number of fixed-term employees was 26. At year-end 2018, there were 81 women and 23 men among CSF staff. The average age was 46.3. The CSF signed 31 new contracts and terminated 21 during the year. Personnel management Personnel management practices were further streamlined. At the same time, managerial work was strengthened and harmonised. CSF personnel management is actively involved in the development of the new intranet, and the goal is to make the intranet an important tool for supporting HR management. Preparations for the acquisition and deployment of a new personnel management program were also made during the latter part of the year. The CSF central office follows the collective agreement for organisations in the social sector and a local agreement that entered into force in 2017. Occupational health Mehiläinen Forum continued as the provider of occupational health services for the CSF. The CSF’s occupational health services include statutory occupational health services, healthcare services provided by general physicians and, when necessary, two visits to a specialist with a referral from the occupational health physician. Staff meetings There were ten staff meetings during the year. The themes were related to current affairs and decisions taken by the CSF Board and the working committees. There were also several informal morning coffee sessions. Wellbeing at work The third ParTy wellbeing survey was carried out in spring 2018. Based on the results of the survey, it is evident that wellbeing at work at the CSF has continued to improve. We also drafted a new development plan for wellbeing at work; the implementation of the plan is set to begin in early 2019. The plan includes a number of priority areas: getting to know each other, increasing work community skills, increasing job management, reducing work-related stress, and improving the flow of information. CSF staff were further encouraged to hone their work community skills, and emphasis was put on the employees’ own responsibility for promoting a good spirit in the workplace. At the end of the year, employees who had had a positive impact on the work community spirit were rewarded. Coping at work was further strengthened by supporting sports and culture activities. During the year, every employee was entitled to support for sports and cultural activity to the tune of €300. The number of sick days accounted for 3.7% of all working days. Working practices that enable teleworking were further supported. CSF staff used a total of 1 612 days for teleworking. Labour protection The CSF’s labour protection committee comprised labour protection manager Minna Heikkilä (chair), labour protection representative Anne Sköld and deputy representatives Henna Degerlund and Emil Martonen. When the deputy representatives moved on to other positions, they were replaced in early September by Tuulia Råmark and Milla Lehtinen. Shop stewards Communications Specialist Maarit Rautio continued as shop steward representing the Union of Private Sector Professionals (ERTO), and Researcher Maija Jäntti continued as elected employee representative. Both the labour protection committee and the joint working group between management and stewards convened regularly during the year. The meetings dealt with issues such as the development plan for wellbeing at work, the calculation of travel time, the salary system, and the job classification. Staff training The CSF greatly welcomes staff training. In 2018, seven CSF employees participated in long-term training while working full-time. CSF employees also participated in numerous training days and seminars.
