There were further reductions in the number of personnel in VR Group in 2015. The reduction amounted to 1,074 Full Time Equivalents and the average number of personnel during year was 8,615.

VR Group continues to adhere to the change security model in accordance with the principles observed in the Group. A total of 427 persons retired during the year.

A total of 73 per cent of the employees submitted responses to the personnel survey conducted in the autumn (in 2014, the response rate was 71%). VR Group’s personnel in Finland, Sweden, the Baltic countries and Russia took part in the survey. The Group’ supervisor index stood at 3.72, which was slightly higher than in 2014 (3.64). The overall result of the personnel survey at group level was 3.43 (compared with 3.42 in 2014).

Personnel indicators 2013-2015

2015 2014 2013
Personnel – average 8,615 9,689 10,234
Change -11.1 -5.3 -7.6
Total salaries and wages EUR million 396.0 445.1 460.9
Permanent employees (average) %
of Group work force
97.6 98.4 97.4
Fixed-term employees (average) %
of Group work force
2.4 1.6 2.6
Full-time employees (average) %
of Group work force
94.8 96.4 96.0
Part-time employees (average) %
of Group work force
5.2 3.6 4.0
Average age of work force 44.5 44.9 45.0
Average length of employment relationship, years 16 18 19
% of men in work force 82.4 82.4 82.4
% of women in work force 17.6 17.6 17.6
% of personnel that have
development interviews
80.0 73.0 78.0
Sick leave absences, % 5.0 5.4 5.3
Accident frequency rate in
VR Group (total number of accidents at work
per million hours worked)
15,3  18,9  19.1
Number of new employment relationships* 670 683 718

*) From 2015, the figures describing the personnel turnover rate include both permanent and fixed term employees (until 2014 only permanent employees were included).

Supporting business operations, especially in situations involving changes in personnel structure, and increasing interaction between the personnel and management by different means were the main HR themes during 2015. Interaction is promoted through Verstas, the revamped Group intranet, the Yammer enterprise social network and the question and answer sessions held by CEO for the personnel. More effective working capacity management and well-being activities also helped to generate substantial savings in costs arising from disabilities, sickness absences and occupational health care.