Core Questions (GSR Part 1 and GS-R-3) Primary Module ... - STUK

If an open vacancy is decided to be filled, an advertisement of the open vacancy is
published. The job description of the position to be filled is always defined before
declaring the vacancy for applying. Job description is defined and based on recognition
of human resources made in annual planning. An application process is always used
when the position in question concerns an official position and usually also when a
periodical official is being filled. The advertisement is published in an appropriate way
and extent so that as many as possible such persons that are interested in the position
are notified.
The advertisement is always published so that STUK’s all own employees are notified
from the open vacancy. Furthermore, the advertisement is published in a public media
that is STUK’s internet site and governmental electric recruitment system with broad
circulation, unless there is a good reason for limiting the search to an internal search
within STUK. A good reason would, for example, be that STUK already has a well
experienced and suitable person in a periodical employment relationship for the
position.
The starting point for recruitment is appointing the best candidate. When a position is
being filled, maintenance of personnel’s balanced age structure and equality among the
sexes are taken into account. When a final selection has to be made between two or
more equally well suited candidates, the possibility to promote internal job rotation is
taken into account and thus a suitable candidate already employed by STUK is
favoured. When a person is chosen for a management position, leadership skills are
required. An aptitude test can be used, when choosing a person. Information on new
employees is published in the weekly bulletin “Viikkis”.
STUK also has a close co-operation with universities and provides summer job and
graduation job opportunities for students.
QID SQID QTYPE References True Subsidiary Question Next
Question
14 14.3 Text Safety Standards
Series No. GS-R-
3;para 4.3
What are the arrangements for providing training for
the staff of the regulatory body in order to achieve and
maintain the required level of competence and
proficiency and to ensure that they are aware of the
importance of their activities and of the way in which
these contribute to the achievement of the objectives
of the organisation?
SQID 14.4
STUK provides training for its own personnel in order to achieve and maintain required
level of competence.
STUK’s Personnel Unit (HEP) organizes general initial training for the newcomers and
provides basic information of how STUK acts. In addition initial training related to job
description and tasks of a newcomer is organized by each manager. .
STUK establishes annually a common training programme. This programme covers the
areas such as project management, emergency preparedness, legislation, language
skills, general working skills and regulatory practises and culture, human relations
skills, leadership, financial administration, IT-skills (Guide STUK 5.2). In addition all
departments provide annually specific training for their own staff members.