The City as an employer
The City of Stockholm is one of Sweden’s largest employers, and our operations span over a number of different areas.
The City of Stockholm has more than 40,000 employees working in more than 300 different occupations. Competent, committed employees are a prerequisite for being able to meet the needs and expectations of Stockholmers.
Recruitment
The City of Stockholm applies skills based recruitment as a method of ensuring that competence is decisive when recruiting. Every recruitment is important and is a long-term commitment.
Salary and pension
The City of Stockholm has an individual, differentiated salary structure. This requires that employees are aware of requirements, expectations and goals. Managers follow up and give feedback on results.
Occupational health & safety
The City’s goal is to combine effective operations with a working life that is sustainable long term. This means that the City must prevent occupational injuries and promote health and safety by creating an open working climate that contributes to everyone being able to feel a sense of well-being at their workplace.
Equal rights and opportunities
The City of Stockholm aims to be a good employer and offers decent working conditions for all. This requires preventive and proactive work to combat discrimination. All employees in the City must have equal rights and opportunities, regardless of gender, gender identity and expression, ethnicity, religion, disability, sexual orientation or age.
Professional development
The City of Stockholm offers excellent opportunities for continuous learning, development and a varied professional life. The City is a large organisation, and its size makes it possible to develop in different parts of the organisation. Many employees who have worked in the City for a long time have developed through traditional career paths, but many have also expanded their competence by working in different operations. This contributes to employees being happy and engaged in the development of the operations.
The city aims to serve as a role model employer with good working conditions. Effective leadership is essential to ensuring that the city has skilled and committed employees. Managers within the City of Stockholm have access to a range of development initiatives designed to strengthen and support them in their leadership roles. These include:
- induction programs for newly appointed managers
- leadership development programs for experienced managers
- leadership development programs for managers in social services
- development groups for managers and leaders
- management seminars on current topics
- a leadership day focused on the city’s strategies and long-term development
- newsletters for managers.
Organisation
The City’s departments and companies are responsible for HR issues within their respective areas of activity.
The City Executive Office is responsible for the City’s strategic competence management, strategic HR development and management planning. This includes employer, transition and pension issues, as well as the administration and development of HR systems.
Policy documents
The annual budget, adopted by the City Council, is the ultimate governing document for all the City’s operations. Completing policy documents establish and clarify how the City’s operations should operate and how they should be run.
Most of these policy documents, including the HR policy and the City Council decision about that there is no smoking during working hours in the City of Stockholm, are available in Swedish only.