2008 employee data
- Average number of employees: 1,832 (911)
- Total number employees on 31 December: 1,982 (1,262)
- Gender distribution: 19% women, 81% men (19/81)
- Education level: 87% have academic credentials (86)
- External training expense: SEK 14,339,000 (7,166,000)
- Average age: 34 (36)
- Average number of years in sector: 10 (10)
- Valueadded per employee: SEK 717,000 (754,000)
- Total personnel costs: SEK 1,100.1 million (636.5)
Professional training and development
Professional training and development constitute one of the most critical factors for ensuring Cybercom's continued profitability and growth. Staff skills are enhanced in external and internal courses, skills groups, and customer projects. Alongside clear-cut skills development, seminars are held throughout the Group; they emphasise the corporate culture, new technology, methods, project management, and health and wellness programmes.
Professional training and development enhance and revitalise Cybercom's knowledge base. Direct results of such training and development include more employees certified in high-priority areas, improved capacity utilisation, and even higher hourly rates.
Cybercom runs several programmes that offer a structured approach to skills development for managers and employees. Cybercom defines measurable competence requirements; fulfilment of these requirements forms the foundation for salary setting and benefits.
Recruitment
Recruitment is a critical-success factor that ensures Cybercom's continued profitability and growth. Cybercom concentrates on systematically identifying future knowledge needs to secure access to skilled staff. In 2008, Cybercom primarily grew outside the Nordics. Cybercom ran major recruitment campaigns in China, India, and Singapore – with good results. Keeping key employees and attracting new ones is a strategic issue for Cybercom. The company works continually with working conditions, leadership, and professional skills development to ensure that it is a good workplace for its employees. Every year, Cybercom surveys employees to find out how well it is doing. The company has a broad recruitment base that covers all industries. Cybercom staff must have experience and expertise that customers demand – experience and expertise that are consistent with Cybercom's offering. The company has a detailed recruitment process based on these criteria. Cybercom's collaboration with colleges and universities results in increased recruitment of recent graduates.
Remuneration guidelines for senior executives
The board’s proposal for remuneration guidelines for senior executives in 2009 mainly follows the guidelines determined by the 2008 annual general meeting (AGM), and is based on existing contracts between Cybercom and the executives (here, executive means the CEO and other persons in Group management). This group is presented on Cybercom’s website.
Salary and remuneration guidelines for senior executives ensure that Cybercom offers market-based remuneration, which enables the company to recruit and retain the most talented individuals possible. Remuneration consists of a fixed salary, variable compensation, pension, and other benefits.
Fixed salary
These factors must be accounted for when setting each executive's fixed salary: areas of responsibility, experience, and achieved results. Fixed salaries are reviewed annually.
Variable pay
Variable pay must be maximised, related to the fixed salary, and based on outcome in relation to established operational objectives – the main portion of which must be tied to financial objectives. Variable pay is revised annually, with a ceiling of 30 percent of the fixed salary for the CEO, while variable pay may not exceed two months' salary for other executives. Executives are eligible to participate in share-based, long-term, incentive programmes. incentive programmes.
Pension and other benefits
Executives receive premium-based pension benefits. Retirement age is 65. Cybercom annually allocates an amount equivalent to 30 percent of the CEO's fixed annual salary for pension benefits. Other executives receive pension benefits as per the Group's premium plan, based on age and salary. Local rules apply to persons outside Sweden. Other benefits for executives, such as medical insurance or a company car, must be provided per local practice. Total value of these benefits, in relation to total remuneration, must be of limited value and equivalent to normal market terms and conditions. All executives, including the CEO, may terminate their employment by giving 6 months' notice. If Cybercom terminates the employment contract, a 6-month period of notice applies for the CEO, while a 6–18-month period applies for other executives. The CEO and certain other executives have the right to 6 months' severance pay, besides salary, during the period of notice. The board may make exceptions to these guidelines if, in an individual case, there is reason to do so.