The headquarters of the Cancer Society of Finland is in Helsinki. The Finnish Cancer Registry, and the Mass Screening Registry that operates with it, are also located at the headquarters. Administration In addition to its own administration, the CSF’s administrative staff handled the Finnish Cancer Foundation’s administrative matters in 2016. Administrative expenses included the portion of the data management unit’s expenses of €127,114 that was not allocated to the registries’ functions. Expenses for the 80th anniversary of the CSF of €101,405 included administrative expenses. The expenses and income of the Cancon project included administration. The project’s gross costs amounted to €156,408, of which the net burden of administrative expenses €60,931. The CSF is responsible for the pension liability of the former CSF pension fund, dissolved in 1981, and for a separate pension liability. The amount of liability decreased by 195,478 in 2016. There are 61 persons in the scope of liability. HUMAN RESOURCES Organisation of the headquarters The management model was renewed in 2016 with the aim of strengthening leadership more planned and systematic. The Cancer Registry, the CSF and the Cancer Foundation established their own management teams to respond to the planning, consolidation and co-ordination of their respective areas of responsibility and finance. The chairing of the CSF’s management team was alternated between chief medical officers Riikka Huovinen (until 31.7.2016), Liisa Pylkkänen (1.8.2016) and Eeva Ollila. The members were Satu Lipponen, director of communications, and foresight, Kaius Perttilä, IT manager, and Raija Stjernvall, financial and administration manager. When necessary, Sakari Karjalainen, CSF secretary general, attended the meetings. The management team met 11 times in 2016. The Finnish Cancer Registry’s management team was chaired by the director of the Cancer Registry Nea Malila,. The members were director of research Ahti Anttila, director of communications and foresight Satu Lipponen, actuary Juho Nurmi, IT manager Kaius Perttilä, director of statistics Janne Pitkäniemi, director of research Eero Pukkala, screening director Tytti Sarkeala, financial and administration manager Raija Stjernvall and chief medical officers Maarit Leinonen (until 30.9.2016) and Anni Virtanen (from 1 October 2016). Sakari Karjalainen, CSF secretary general, attended the meetings when necessary. The management team met 11 times in 2016. Staff At the end of 2016, the number of staff employed by the CSF was 100 (at the end of 2015 the number of staff was 95). The number of permanent employees was 63 and the number of fixed-term employees was 37. The names and duties of the central office in 2016 are set out in Annex 2. By year’s end 2016 80% of staff were women and 20% were men. The number of sick days accounted for 4% of all working days. Personnel management The development of the staff administration continued. The supervisors held joint meetings on 10 occasions in 2016. The first autumn meeting of supervisors was arranged as a planning day. The practice of having two annual discussions on development issues was continued such that in the spring a more thorough discussion was held and a slightly less rigorous one in the autumn. This practice has provided good feedback from both staff and supervisors. The first full-year personnel reports were received from the electronic working time-tracking system. The system is not only a necessary tool for human resources management but also updates working time management and facilitates planning and monitoring Staff meetings There were 12 staff meetings held during the year. A common theme at all events concerned the current collective bargaining situation, and the development of practices in terms of finances, staff and general administration. In addition, the meetings presented the decisions of the working committee and the board, discussed the financial statements and the annual report, and the budget and action plan. Almost all of the staff meetings held during the year dealt with local and contractual relations and negotiations. On average, more than two thirds of the staff participated in staff meetings. Developing wellbeing at work The implementation of the development plan based on the results of the ParTy survey of March 2015 was continued in 2016. Additionally, the second round of the survey was conducted in October 2016. 76% of the employees responded to the second round of the survey. The results were processed confidentially. A specialist from the Finnish Institute of Occupational Health came to unpack the survey results for three different target groups: management, supervisors, and entire staff. At the end of the year, each section went through its own findings and considered the development targets based on them. A joint development plan will be drawn up early in 2017. Jaakko Heinimäki provided regular work guidance to the oncology nurses providing the advice service. Work guidance for other employees was arranged as required. During the year in review, the wellbeing at work team, comprising representatives of the management and the staff planned employee wellbeing events, which involved over half of the staff. In addition, the working group was designed to improve staff performance to increase the collective spirit. Coping at work was further strengthened with support for sports and culture. During the year, every employee was entitled to support for sports and cultural activity worth €300 tax-free. Occupational safety and health The CSF’s occupational safety and heath committee comprised the secretary general Sakari Karjalainen as its chairperson, the OSH manager Minna Heikkilä, OSH delegate Anne Sköld, and deputy delegates Taina Häkkinen and Henna Degerlund. During 2016, the OHS committee developed its job description and structure and discussed the results of the ParTy survey, and the follow-up measures related to it. The committee invited Jaakko Heinimäki to give a talk to staff about positive communication. Päivi Rauramo from the Centre for Occupational Safety gave a talk on 18 April on Life Cycle and Work Ability. The equality plan was drafted together with the shop stewards and is available for staff members on the intranet. Shop stewards representing the Federation of Special Service and Clerical Employees. During 2016 the management met regularly with the shop stewards, 12 times in all. The purpose of these meetings is to act as an official channel of communications between staff and management, and to increase their interaction. Regular negotiations on the local agreement were held at the meetings held in 2016 Staff training Staff training is implemented based on the nature and content of each employee’s duties, as agreed in negotiations on target and competence development. In 2016, staff spent a total of 242 days in training. The largest training sessions supported by the employer included management and supervisory skills training, enterprise vocational qualification, training aimed at the specialist vocational qualification of professional fundraising – product developer, and psychotherapy studies. Management issues Realising social responsibility. The CSF closely determines its relationship with the tobacco, alcohol, and pharmaceutical industries. The organisation does not cooperate with those who receive funding from the tobacco or alcohol industry. Companies in this industry have been excluded from the investment plan approved by the CSF board. Work with the pharmaceutical industry complies with the industry’s own ethical rules concerning cooperation with patient organizations. In line with its own policy, the CSF may cooperate with pharmaceutical companies but projects must involve at least three pharmaceutical companies. The CSF is a smoke-free workplace. Its projects and activities the CSF observes the principles of sustainable development. Management of the Cancer Foundation The foundation does not have a staff of its own, so the CSF staff attend to the tasks of the foundation. Sakari Karjalainen MD, PhD, has been the foundation’s secretary general. In 2016, €362 500 were transferred to the foundation for administration pay and social costs (in 2015 the sum was €329 000). Offices The headquarters of the CSF are located in Helsinki at Unioninkatu 22, in premises owned by the property company Sponda. The office space covers 1 135 m2. The CSF management, financial and general administration, health department, communications unit, IT unit and fund-raising unit, as well as the Finnish Cancer Registry and the Mass Inspection Register all operate from the headquarters. The spatial arrangement is safe from an OSH angle and the use of space is expedient convenient and efficient. The modern facilities are easily adaptable to the needs of the various units. Applying the Public Procurement Act Competitive bidding under the Public Procurement Act was organised by the arrangement of the adaptation training with the support of the Finnish Slot Machine Association and the service procurement project Nuotup. As a rule, all procurements and purchasing services for data management, communications and fund raising are subject to competitive bidding.
