AnnualReport2021

Page 218

OPERATIONS

STATEMENT AND RESULTS

RESPONSIBILITY AND SUSTAINIBILITY

Expertise and transition Expertise and transition should contribute to good corporate governance, high quality advice, and the bank meeting changes in customer behaviour, regulatory changes, and changes in the competition situation in a good, effective manner. We are working to ensure good, inclusive and fair training regardless of gender or other factors and to promote opportunities for lifelong learning through, for example, annual professional development plans and opportunities for subsidised further education in line with SDG 4 Quality Education and SDG 5 Gender Equality.

Measures implemented in 2021 Employees who advise customers are authorised within various technical areas defined by FinAut. The bank has 239 employees authorised within savings and investments, 185 authorised within non-life insurance, 184 authorised within credit and 147 authorised within personal insurance. Each authorisation is maintained through annual updating tests, and this amounted to around 900 competence updates in 2021. Some 21 new employees started the authorisation process in 2021. The training programmes are tailored to each individual and a mentoring scheme with experienced advisers ensures new advisers get off to a good start in their role. Our onboarding programme is being enhanced with digital pre-boarding.

New competence requirements have been established for all of the bank’s employees: basic skills within digitalisation, personal qualities and frameworks, as well as skills for own role and management skills. A related skills survey was conducted, and skills measures implemented, in 2021, and training is planned for 2022 based on the skills gaps identified in the survey. Measures designed to improve the basic skills of all employees were carried out in 2021. These included courses in LinkedIn, OneNote and GTD (productivity), JTI preference tests for 41 new employees and 12 team reviews. Sustainability and AML skills were boosted. All employees took an e-learning course in sustainability plus professional seminars and workshops. A skills app was launched for the AML regulations. The app has been adapted for all target groups and is mandatory for all employees and board members. An internal workshop was held with case reviews within internal guidelines and work processes. The AML training is based on the Norwegian Money Laundering Act and a number of other frameworks and regulations, including relevant EU directives, guidance from the Financial Supervisory Authority of Norway, FATF recommendations and reports, National Risk Assessments (NRAs), risk assessments by the Financial Supervisory Authority of Norway, risk assessments by the police, indicator lists from NTAES and the Sanctions Act.

300

100

250 75 200

Number Potential % of potential

150

50

100 25 50 0

218

Sparebanken Møre Annual report 2021

Saving and investment

Non-life insurance

Personal insurance

Material topics Corporate social responsibility and sustainibility

Credit

0