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4.1 Human resources

4.1.1 Education and training

Relates to the following UN World Goals

4. Menntun fyrir alla

Relates to the following subgoals

4.4

By 2030, substantially increase the number of youth and adults who have relevant skills, including technical and vocational skills, for employment, decent jobs and entrepreneurship.

Progress

 
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Figure 1. Percentage of working hours employees at Alcoa Fjarðaál and Fljótsdalsstöð power station spend on work-related training (project effect: direct). Note 2020 was only the implementation of novice training at Alcoa and the training that could be carried out due to restrictions on gatherings and disease control measures.

Sustainability.is

Figure 2. Percentage of employees with primary education (ISCED 1.2) compared to employed persons in the Capital area and outside the Capital area. Note! All employees at Fljótsdalsstöð power station have education beyond primary education, and the measurement of 0% does not show in the picture.

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Figure 3. Percentage of employees with upper secondary/post-secondary education (ISCED 3.4) compared to employed persons in the Capital area and outside of the Capital area

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Figure 4. Percentage of employees with a university degree (ISCED 5.6) compared to employed persons in the Capital area and outside of the Capital area.

Updated: April 24, 2024
Source: Alcoa Fjarðaál (2009 -2024), Landsvirkjun (2009 - 2024), Statistic Iceland, retrieved May 12, 2020.

Metrics, Targets and Monitoring Protocol

What is measured?
  1. Percentage of working hours employees at Alcoa Fjarðaál and Fljótsdalsstöð power station spend on work-related training (project effect: direct).
  2. Education levels of employees at Fjarðaál and Fljótsdalsstöð power station compared to other employees in Iceland. Survey made every five years (project effect: indirect).
    • Percentage with university degree (ISCED 5.6)
    • Percentage with vocational or college education (ISCED 3.4)
    • Percentage with basic education (ISCED 1.2)
Monitoring Protocol
  1. Data is collected annually.
    • Landsvirkjun: The company operates a registering system which collects records on time invested in courses, but no vocational training is recorded. The manager of the power station will collect this information.
    • Fjarðaál: Information from Human Resources database. 
  2. Data collected every five years.
    • Alcoa Fjarðaál HR team and Landsvirkjun Human Resources Department collect information every five years on the employees' education level. Statistics Iceland publishes information about educational level in Iceland every five years.
Targets
  1.  
    • Landsvirkjun: Target not applicable. Landsvirkjun will monitor and report data.
    • Fjarðaál: Target not applicable. Fjarðaál will monitor and report data.
  2. Employee educational level equal or higher than in Iceland national education levels.
Possible countermeasures

Not applicable, monitoring only.

Updated: May 16, 2015 - Revised May 12, 2020

Changes of indicator

In annual general meeting May 6, 2015 a change in wording was approved.

Table 1. Changes accepted in annual general meeting 2015. What is measured?
Orginal text Changed text
  1. Percentage of working hours employees at Fjarðaál and Landsvirkjun put into work-related training
  2. Education levels of employees at Fjarðaál and Landsvirkjun compared to other employees in Iceland. Survey made every five years
  1. Percentage of working hours employees at Fjarðaál and Fljótsdalsstöð power plant spend on work-related training
  2. Education levels of employees at Fjarðaál and Fljótsdalsstöð power plant compared to other employees in Iceland. Survey made every five years

Rationale for changes: There is a mismatch between monitoring protocol and what is measured. The protocol refers to employees at Landsvirkjun but the results apply to employees at Fljótsdalsstöð power station only, since the project is about East Iceland.

This indicator was originally number 5.1. It was then named Alcoa and Landsvirkjun Employee Training and Education Levels and can be found under that number in documents of the project from 2005 and 2006.

The indicator number has been changed twice.

Table 2. Changes to name and number of indicator
Year Nr. Indicator name
2020 4.1.1 Education and training
2007 1.4 Employee Training and Education

Baseline

Table 3. Percentage of working hours spent by Fjarðaál and Fljótsdalsstöð employees on courses and training in 2007.
  Alcoa Fjarðaál Landsvirkjun
Percentage of working hours spent on courses and training. 7,1% 11,5%
Table 4. Education of residents aged 17 - 64 in the Capital Area and outside the Capital Area in 2003
Education level Capital area Outside Capital area
Men Women Men Women
Primary Education (ISCED 1,2) 14,6% 20,3% 23,9% 29,2%
Occupational and further education (ISCED 3,4) 21,6% 16,3% 22,7% 11,0%
University degree (ISCED 5,6,7,8) 12,6% 13,8% 5,6% 7,2%
Information missing 0,5% 0,4% 0,1% 0,3%
Samtals: 49,2% 50,8% 52,4% 47,4%

Rationale for Indicator Selection

Increasing the education and training levels of a workforce provides the local economy with the potential for increased productivity and economic development. Alcoa and Landsvirkjun have the opportunity to invest in their employees through a comprehensive training program. Educated, trained employees can command higher salaries and, hence, employees' families can enjoy a higher standard of living.

From phase I/II report on indicators and baseline from April 2005

Further reading

Samfélagsábyrgð og menntamál

Samfélagsábyrgð og menntamál

2014

Kynning Berglindar Ránar Ólafsdóttur á ársfundi Sjálfbærniverkefnisins 2014

View older reports

Ísmennt2011 Classification of educational status