1. STRENGTH FROM NETWORKING TO HUMAN RESOURCE MANAGEMENT AND WORKING LIFE CO-OPERATION - KAMoon VEVO 2009 -2010

2. The objective of the project is to make a mutual comparison among Finnish partners (KAM, KPEDU, RKK,OSEKK) to see at what stage each partner is when it comes to quality and evaluation work and to get international comparability into the Finnish evaluation system as well as the federation’s or institute’s own evaluation system. The objective is also to clarify what kind of indicators there are in use related to human resource management and working life co- operation and how are they utilised in development work. Furthermore, the objective is to get additional information about the vocational education systems in Europe: acknowledging informal and formal know-how especially as to how it is realized in practise in the chosen partners' work communities in the target countries.

4. GENERAL DESCRIPTION: - The organisation has a clear vision/purpose, strategy and plan. - The Principal works goal orientated and leads by examples. - - The college wants to be a pioneer and a good example of sustainable development/environment in their operations. - - The new college building is designed taking into account the future requirements: safety, ecology, learning environments and the potential operational enlargements. - - Technology in teaching is used widely - - Equality and diversity is taken into account in the college operations.

8. The human resource management is planned, implemented, assessed and developed in a way that has made it possible to achieve the standards of the IiP-program Gold status given by the Investors in People Scotland.  The Principal, the Depute Principal and the managers seem to be visible, supportive and easy to approach.  The management of the college is strongly business-orientated. The Staff has accepted and is really committed to the business principles of the college.  The natural outcome of the effective business management in the college is good quality and perfect HR-management.  The principles of the college are not committed to any certain standard or method. The goal is to be the best in the areas defined by themselves. The collage has developed their own tools to measure how the learning and teaching is planned, implemented and developed according to the HMIE- frame.

9.  A big strength is the commitment and involvement of the staff. The staff is really committed to the strategy, the aims and to its work. The staff is really involved and keen on developing their own work. In times of change, they are flexible; everyone wants to do his/her best! Providing high quality learning is important to everyone working in the college.  The college management trust on the staff. There is a culture of openness and trust. The management is robust and the college is lead by example.  The succession planning is well developed and the process is working straight through and is under control.  The recruitment process is efficient and effective. All departments have Staffhandbooks, both as the handbook and electronicly online. “Buddies” and Master Folders are used to induct new staff. All new employees are getting CPD welcome packs and they are given a provision of at least 6 days.

10.  The learning and development of the staff is systematic planned. It is based on and connected to the strategic aims. SLC has a strategy-focused quality work in operative learning and teaching work as well as in planning, implementing, assessing and developing.  The staff is respected. The interaction between the management, staff and the students is continuous and working fluently. Constructive feedback is valued.  The working culture is friendly and the staff seems to have a strong feeling of community. The people are really hospitable, as a guest you feel yourself welcome to the college.  Because of a strong organisation culture the staff is responsible. All staff we met during the week seemed to know the strategic plan of the key themes. We noticed that SLC promote fairness and equality and involve and empower their people. “Your business is as successful as you are” describes very well how people are oriented in their jobs.

11.  People resources are well planned, managed and improved. The college has a Human Resource Department, with three employees and a Human Resource Manager. One of the key performance indicators is the Human Resource development. The Board of Management will review overall performance using the key indicators. The college has a lot of written materials concerning strategy plans and Human Resource area.  The wellbeing of the staff is been taken care of in many ways, an evidence of this is a decreasing percentage of absence. Methods of improving staff wellbeing in the college are innovative, for example arranging health weeks, pink day last year, cyclescheme and flu fighters.  The college enables and encourages sharing of information, knowledge and best practices, achieving a dialogue throughout the organisation.

13.  The HR management is so well organized that it was difficult to find any areas of improvement.  Here is a couple of things that could be developed: ◦ The staff absences could be followed by using an IT – system. ◦ Electronical system for recruiting could lead to a more effective process. ◦ The staff inquiry was done in year 2008, earlier it has been accomplished yearly. ◦ There could be a system for feedback from the staff to the managers. ◦ International activities could be added to the CPD –form as a method of professional development..

14.  There is a strong co-operation with working life in modern technology projects, for example the low-energy house project where the college and 50 commercial partners make continuous co-operation.  The members of the Board of Management have a strong and wide experience of business life. The college is flexible in responding to regional changes of employment. The employment rate of the students is high (93 %).  The college has noticed its corporate responsibility and shows it in practice.  The companies support education and training in the college by giving materials for key competences available free of charge. Co-operation with the companies happens in the facilities of the college. Further education and training of companies is strong and it has a big financial meaning for the college.

16. We are very impressed and we have learned a lot during this week. You make a great job and you fullfill the ethos you have set. Thank you very much for your hospitality and your kindness during our stay.