We take care of our employees
Examples of the benefits that support well-being at work: ePassi, free group fitness and gym sessions, employee bicycle benefit as well as comprehensive occupational health services.
We succeed together
Our work culture is based on caring for each other, continuous development, and working together. We support team-building activities and team cohesion. Staff gatherings and celebrations are important rituals in our workplace community.
We encourage continuous learning
We provide opportunities for development both professionally and personally. We support the growth of our staff’s skills every year with a personal training fund.
We enable flexible working
We believe our employees know best where they work most efficiently. Therefore, we offer flexible remote and multi-location work options for our administrative staff. Our teachers also have the autonomy to choose their work time and location for at least 28% of their working hours.
We value experience
Age program leaves
The goal of age program and years of service leaves is to support the work ability of aging employees. Age program leave days are granted to full-time employees aged 60 or older who have a permanent employment contract. The age program leave benefit consists of 3-5 vacation days annually.
Service year leaves
Service year leaves are granted for employment at Vaasa University of Applied Sciences or its predecessor institutions in Vaasa as follows:
- 20 years = 3 days of paid leave
- 30 years = 1 week of paid leave
- 40 years = 2 weeks of paid leave
Orientation Guide
Important instructions for new employees have been compiled in our orientation guide.
- The primary goal of onboarding is to help a new employee adapt to their role. This includes familiarising them with the work community, the work environment, practices, goals, and necessary systems.
- The immediate supervisor bears the primary responsibility for onboarding, but other onboarding mentors may also be appointed. Additionally, new employees themselves have a responsibility to advance their own orientation process.
- In case of an internal job change, a mentor is appointed to help the employee adapt to the new role as well.
- The immediate supervisor monitors the progress of the onboarding plan and holds regular follow-up discussions with the new employee. This ensures that the onboarding progresses systematically and necessary support measures can be implemented. Our aim is to make the onboarding process smooth and to help new employees succeed in their roles.
Please note that the guide includes links to external websites and VAMK intranet. You can access our intranet only in the beginning of your employment.
Vaasa University of Applied Sciences – VAMK
VAMK is an international University of Applied Sciences with 3,700 students and 200 staff members, famous for its community spirit.
At the core of our strengths lie technological expertise, internationality, and collaboration with the working life. We educate professionals for full-time positions in technology, business, as well as social and healthcare sectors, but also flexibly alongside work.
Get to know VAMK’s organisation, decision-making process and the processes that guide our operations
Commencement of Work and Onboarding Process
Onboarding begins as early as the job interview stage, where the job applicant is provided with basic information about the job role and the terms of employment. Once a person is selected for the position, they are provided with a link to the onboarding manual. Before the start of employment, the first day’s schedule and practical matters are agreed upon together with the supervisor.
HR services prepare the employment contract for signing as quickly as possible after the recruitment decision. The employee must submit copies of their work and qualification certificates to HR services as soon as possible, but no later than the first day of work. The most recent employment certificate can be provided later, as soon as the employee receives it. Previous employment certificates are checked to calculate years of experience and determine entitlement to leave for administrative and support staff. Upon starting employment, the new employee must submit their tax card to the payroll contacts at Micobotnia (payroll.vaasa@micobotnia.fi). Additionally, the union membership authorization form can be submitted to the same address.
A mentor is assigned to the new employee, who can be either the supervisor or another suitable person appointed by the supervisor. Additionally, a close colleague is assigned to the new employee, and their role in onboarding is agreed upon between the supervisor and the close colleague before onboarding begins.
Before the first day of work, the supervisor informs the immediate work community about the commencement of the new person.
On the first day of work, the supervisor and, if necessary, other mentors welcome the new employee and introduce them to the work community. Onboarding begins, and job training is tailored to the nature of the job tasks and the new employee’s previous work experience. The goal is to ensure a smooth onboarding process and help the new employee succeed in their role.
The First Work Week
During the first work week, the new employee will be given an overview of their workplace and job by presenting at least:
- Job description and objectives with metrics
- Expectations, mutual
- Annual working hours and holiday periods (teaching staff)
- Flexible working hours, time tracking, annual leave (administrative and support staff)
- Required systems depending on job tasks
- Personal Work Schedule (PWS) (teaching staff)
- Work schedules, planning process, and contacts (teaching staff)
- Information security and GDPR (especially handling student data)
- Copyright issues in teaching materials (teaching staff)
- Organization, values, strategy, ethics
- Internal communication and development
- Schedule for monitoring discussions (1 month, 3 months, 5 months)
- Sick leave and other absences
- Occupational health benefits
- Occupational safety and security
- Other specific aspects of teaching work (e.g., plagiarism check) (teaching staff)
- Required information for communication
For the purpose of sending out information to the staff during the first few days, new employees at VAMK are requested to send their responses to the following questions along with an informal photo to hr-services@vamk.fi.
- What tasks are you coming to VAMK for?
- Is VAMK/Vaasa familiar to you from before, and if so, how?
- Where are you originally from?
- What do you enjoy most about teaching/your job?
- How do you spend your free time?
- What would you like to say to your new VAMK colleagues?
- Where is your workstation located?
The First Month
During the first month of onboarding, the following topics will be covered, and the following meetings will be conducted:
- First monitoring discussion between the supervisor and the employee: areas where further onboarding is needed, encouragement for feedback and idea-sharing
- Key personnel from other units
- Travel guidelines
- Participation in training sessions
- RDI activities (Research, Development, and Innovation)
- Library and information services
- Meeting with the schedule planner (teaching staff)
- Work expectations, objectives, and metrics
- Meetings: 1-2 useful additional contacts
- Quality work onboarding (videos)
Onboarding Plan
The supervisor prepares a scheduled onboarding plan, which is reviewed with the new employee on their first day of work. This plan assists both the trainer and the trainee in remembering important aspects and serves as a guide during the onboarding process. The goal is to ensure a clear and structured onboarding process that helps the new employee adapt to their job responsibilities as smoothly as possible.
New Employee Information Package
We adhere to the Collective Agreement for Universities of Applied Sciences.
Please familiarize yourself with the collective agreement in its entirety on the Sivista website. Below are some of the most essential aspects related to your employment and our workplace environment.
Principles Guiding Our Workplace Community
In alignment with our values, we foster a congenial work environment. We are approachable and value and respect each individual, acting as a team. We strive to be pioneers, daring to inspire, innovate, and experiment together. We continuously develop our skills and expertise with purpose and a forward-thinking approach. Our actions are customer-centric and transparent. We anticipate and understand the needs and expectations of both students and the professional world, responding with solution-focused and innovative approaches. Our openness fosters societal dialogue and interaction.
Our Staff Policy
Our staff policy reinforces the principles observed in personnel-related functions at the university of applied sciences. Aligned with our strategy and values, it promotes congeniality, pioneering spirit, customer focus, and transparency.
Commitment to Ethical and Responsible Conduct
Our goal is to build a community where everyone can trust that our actions are ethically sustainable. Our ethical guidelines are integral to our daily operations.
Equality and Gender Equality as Everyday Actions
Sustainable Development and Responsibility are Central Themes for Us
Our education and RDI (Research, Development, and Innovation) efforts actively address these challenges. We encourage our entire community to participate in building a more sustainable world from their respective roles. VAMK’s strategic goal is carbon neutrality by 2030. Innovative solutions are developed in collaboration with our extensive partner network for a more sustainable future.
Our Security Policy
Our safety goal is to be one of the safest working and learning environments in the country. Through continuous safety improvement efforts, we aim to enhance both real safety and the sense of security.
Working Hours System
Teaching Staff Working Hours and Time Tracking
The annual working hours for teachers are 1600 hours per academic year, with at least 28% of the time designated as discretionary (unbound working hours) for the teacher to determine the time and place of work. The annual working hours for a full-time teacher, as per the collective agreement, can be exceeded or reduced if agreed upon with the teacher. The annual working hours are divided among various tasks according to the annually prepared Work Schedule Plan (TAS). The Work Schedule Plan is created in collaboration with the education manager and the employee, and it is updated whenever necessary throughout the academic year. The resource allocation for Work Schedule Plans is determined annually based on the Work Schedule Planning Guide document updated in January.
The Work Schedule Plan specifies the courses to be taught during the academic year and the allocated working hours (resource) according to the TAS guidelines, including preparation, classroom teaching, assessment, and communication related to the course for students. The TAS also includes any known project work or time allocated for other responsibilities, as well as a shared development resource, which includes time allocated for personal skill development, participation in meetings, and workgroups, among others.
It is the responsibility of the teacher to implement their work according to the TAS. Therefore, self-management of work time and planning of teaching within the allocated resource are significant aspects of the work of a university of applied sciences (UAS) teacher. Support for time management is available from your supervisor if needed. Support for teaching planning is available from the education and learning services unit. For project work, time is tracked in the Thinking Portfolio system.
Expert and Support Staff Working Hours, Time Tracking, and Remote and Multilocation Work
The regular working hours for office work are a maximum of 7 hours and 15 minutes per day on average and a maximum of 36 hours and 15 minutes per week. The working hours are arranged as flexible using the Esmikko working hours tracking system. The daily flexibility period is from 7:00-9:00 and 14:45-18:00. The lunch break is from 10:30-13:30, with a minimum duration of 30 minutes.
The working hours of expert and support staff are tracked using the Esmikko working hours system, and for remote and multilocation work, the browser-based Premitime application is used. On your first day of work, you will receive a stamp tag and access to Premitime.
Instructions for time stamping and balance accumulation limits
We enable flexible remote work according to our remote work guidelines. Remote work permission is requested from the supervisor through the Sympa HR system, and detailed remote work practices are agreed upon with the supervisor. Multilocation work may be considered if your tasks do not require presence at the workplace. The possibility of multilocation work is discussed with the supervisor and unit manager, and a separate temporary agreement is made.
Salary Matters
Salaries are determined according to the Collective Agreement for the Private Education Sector, negotiated by the Employers’ Association of Education. The criteria for salary, the salary itself, and its payment are stipulated in the sections concerning remuneration within the collective agreement and in institution-specific provisions.
For more detailed information, please refer to the collective agreement on the Sivista website.
Salaries are deposited into the employee’s designated bank account, where it should be available on the due date. The payday is on the 15th of each month. If the payday falls on a day when banks are closed, the nearest preceding business day is considered the due date. Any additional payments based on work performed during the calculation period are paid no later than the end of the calendar month following the calculation period.
Salary services for VAMK are provided by Micobotnia. You can find the contact information for Micobotnia on the intranet.
If an employee has qualifying work experience entitling them to an experience-based salary increment upon starting employment, the experience-based increment is granted immediately from the beginning of the employment relationship. The accumulated work experience during the employment is tracked, and according to the collective agreement, experience-based salary increments are automatically applied to the salary.
Annual Leave and Breaks
Breaks for Teachers
The breaks for teachers are determined according to the prevailing collective agreement. During the period from May 2nd to September 30th, teachers are entitled to an 8-week (56 calendar days) break period during which the employer cannot schedule work hours. This break period can be divided into two parts.
From October 1st to April 30th, teachers are entitled to a 4-week (28 calendar days) break period, to be taken at a suitable time for the university of applied sciences (e.g., during Christmas, New Year, or student holidays). This break period can be divided into a maximum of four parts.
If a teacher has taken unpaid leave, sabbatical leave, or study leave during the work year, their summer break pay will be reduced proportionally to the duration of the leave. Unpaid leave does not include parental leave or sick leave, even if they are unpaid.
With the teacher’s consent, the timing and division of breaks can be agreed upon differently.
Annual Leave for Expert and Support Staff
For expert and support staff, VAMK has entered into a local agreement whereby annual leave is determined according to the prevailing Collective Agreement for Local Government Employees (KVTES).
The length of annual leave is determined by:
- the length of service entitling to service increment
- the number of full accrual months
- the duration of the employment relationship
The accrual year for leave runs from April 1st to March 31st. The leave year is the calendar year in which the accrual year ends. The leave season is the period from May 2nd to September 30th.
Annual leave is requested from the supervisor through the Sympa HR system. Before the summer leave period, teams prepare a joint leave plan under the guidance of the supervisor, and summer leave is requested only after this.
ICT Services and Tools
The maintenance and development of information systems are managed by the ICT Services function, whose services are available in all units and facilities of the university of applied sciences.
User accounts for staff are centrally created by Student Services based on the information provided in the personnel data form completed by the supervisor/HR Services.
Computers are procured centrally by ICT Services. Phones are ordered through the EPP (Elisa Service Device) service, for which instructions can be found in your email and from Elisa.
The IT Guide contains instructions on various IT-related topics. You can access the IT Guide when your employment begins.
Service Request to IT Support
IT support can be obtained by sending a service request to helpdesk@vamk.fi, which will be forwarded to the entire ICT Services team and directed to the appropriate person.
In urgent cases, you can also contact the help desk by calling the service number: 0207 663 328. The service number is available Monday to Friday from 8:00 to 15:00.
Competence Development
We encourage diverse development of your expertise. Skills evolve through your own work, by actively enhancing them, learning from colleagues, and collaborating. In addition to on-the-job skill development, we encourage competence development through an annual personal training budget, which you discuss with your supervisor. As an expert, you have the best understanding of your skill development needs, and we encourage open discussions with your supervisor on the best ways to enhance your skills in line with our strategy. Excellent means of skill development include active participation in project work, publishing, and work-life placements for teaching staff.
During development discussions, an individual competence development plan is created for everyone, which is then monitored. Your immediate supervisor acts as the contact person in planning measures that support your competence development.
When requesting training that involves traveling outside Vaasa, a travel plan is made in the M2 program. The application is submitted to your immediate supervisor. Read more in section 3.9 Traveling. If training does not require travel outside Vaasa but is paid, access to training is requested by preparing a procurement proposal in the Sympa HR system.
We organize an annual development day for the entire staff, with themes that support the essential competence development for the entire organization. We also hold internal training sessions annually on topics relevant to the entire staff. Additionally, unit-specific development sessions are arranged.
Unpaid Leaves
Unpaid Leaves for Specialist and Support Staff
You can take unpaid leave for up to 12 months if it’s possible considering your work tasks. However, we cannot grant unpaid leave if it’s related to your transition to another employer. The aim of unpaid leave is particularly to support your well-being at work. It can be especially useful at the beginning of your employment when you haven’t accrued annual leave days yet. If you need unpaid leave, discuss it first with your immediate supervisor. Then, you can make a request through the Sympa HR system. We aim to consider unpaid leave at the right time in payroll processing, so if possible, make the request before the 5th day of the respective month. Regarding study leaves, we follow the regulations of the Study Leave Act. If you have any questions or need additional information, don’t hesitate to contact your immediate supervisor or our HR department.
Unpaid Leaves for Teaching Staff
You can take unpaid leave for up to 12 months if it’s possible considering your work tasks. However, we cannot grant unpaid leave if it’s related to your transition to another employer. Regarding study leaves, we follow the regulations of the Study Leave Act. If you need unpaid leave, the first step is to discuss it with your immediate supervisor. Then, you can make a request using the Sympa HR system. We aim to process the request as soon as possible. It’s worth noting that if a teacher has been on unpaid leave, family leave, or study leave during the work year, their summer vacation pay will be reduced in proportion to the duration of the leave. You can find more information about this in the Sivistys työehtosopimus. If you have any questions or need further information, you can always contact your immediate supervisor or our HR department. We strive to assist and clarify your situations to the best of our ability.
Sick Leave
If you fall ill and need sick leave, inform your immediate supervisor immediately. Teaching staff should also agree with their immediate supervisor on informing students about their absence due to illness.
If your sick leave starts during the workday, inform your immediate supervisor. Specialist and support staff should clock their sick leave in the time tracking system. In this case, you don’t need to fill out a separate absence notification form.
When your sick leave continues from the first full day of sick leave, submit an absence notification in the Sympa HR system. This helps us to monitor and record absences accurately.
You can be absent from work due to illness for up to five days with your supervisor’s permission. However, it’s important to note that self-reporting limits absences: up to five days within a 30-day period once, and up to three times within a six-month period.
However, the employer may deviate from the self-reporting practice and request a medical certificate for sick leave. The immediate supervisor monitors absences and may arrange an early intervention discussion when deemed necessary.
If your sick leave is prolonged, submit a medical certificate to your immediate supervisor immediately. During longer absences, you and your immediate supervisor agree on how to stay in touch during your absence.
If you have any questions or need more information about sick leave, you can always contact your immediate supervisor. We aim to support you during sick leave and ensure you have the necessary information and guidance.
Travel
Travel-related information can be found on the intranet.
Travel plans are made at: www.vamk.fi/m2. You log in to the program with the same credentials as for other systems.
Safety
Vaasa University of Applied Sciences (VAMK) aims to be one of the safest working and studying environments in the country.
At VAMK, we continuously invest in improving safety to enhance both actual safety and the feeling of safety. Our safety approach covers personal, property, work, and information security. Our goal is to create a systematic framework that encompasses all our activities at VAMK.
If you have observations, inquiries, concerns, or any other safety-related messages, you can send them to us via email at turvallisuus@vamk.fi. We want to ensure that all reports are handled confidentially and appropriately.
For more information and guidance on safety, you can visit the VAMK website and intranet. We aim to provide you with all the necessary information and instructions so that you can feel safe and know how to act in different situations.
If you have any questions or need further information regarding safety, please do not hesitate to contact us. We are here to support you and ensure a safe study and work environment at VAMK.
Occupational Safety
Occupational safety is preventive action aimed at ensuring a good and safe workplace for all its members. In the cooperation of occupational safety, the employer is represented by a designated occupational safety manager, and the personnel is represented by an occupational safety representative elected through occupational safety elections.
You can find instructions related to occupational safety on the intranet.
Occupational Health Care
Vaasa University of Applied Sciences’ occupational health care is provided by Pihlajalinna, located at Kiillekuja 1, 65300 Vaasa.
We offer comprehensive occupational health care services, which include statutory preventive occupational health care as well as a wide range of medical services and preventive services to support work ability.
Instructions for booking appointments, a detailed list of services covered by our occupational health care agreement, and information about our designated occupational health care experts at Pihlajalinna can be found on the intranet. Our goal is to ensure that you have easy access to the information you need and that you know how to utilize the services of occupational health care.
If you are a new employee working in the technology unit and have been employed for over 6 months, you will be invited to a health check-up within two months of starting your employment. The purpose is to ensure that you have good health and work ability at the beginning of your employment. New employees starting in other units can optionally schedule an appointment for a health check-up.
If you have any questions about occupational health care or need assistance with appointment scheduling, please don’t hesitate to contact us. We want to ensure that you have the best possible occupational health care services available to you and that you can focus on your health and well-being at work.
Communication, Primary Communication Channels, and Guidelines
Currently, VAMK’s primary internal communication channel is email. It is used to distribute announcements relevant to the entire VAMK community. Typically, such mass emails are sent by Communication Services, Teaching and Learning Services, or University Services.
Issues requiring discussion or commentary are taken to Teams – anyone can initiate a new discussion and invite relevant parties to join.
For many VAMK-wide themes such as RDI (Research, Development, and Innovation), Continuous Learning, etc., there are dedicated Teams channels. General communication and discussion occur in the VAMK Staff channel. Managers add new employees to the necessary Teams channels..
Student communication is facilitated through the “For Students” section of the website, “News for Students,” and the Portal. Teaching and Learning Services, Communication Services, and University Services deliver VAMK-level student announcements there. Student-oriented communication also utilizes email and social media, particularly Instagram.
Articles and blogs are published in the Energiaa magazine.
Feel free to contact us at viestinta@vamk.fi when you need support with your communication efforts.
RDI Activities
The three core missions of universities of applied sciences are education, regional development, and research, development, and innovation (RDI), all of which are strongly interconnected. VAMK’s research, development, and innovation activities are guided by a dynamically updated RDI program that implements VAMK’s strategy. RDI activities encompass all units.
VAMK’s RDI platforms, Smart City, Smart Industry, and Smart Well-Being, operate in a phenomenon-based and multidisciplinary manner under the coordination of the RDI Manager. The RDI Advisory Board supports the development of RDI activities, particularly the RDI platforms. We actively engage in regional and national networks and continually strengthen both these networks and our international connections. VAMK’s RDI activities are systematically strengthened and developed. RDI activities contribute to societal development, foster new innovations, and seek solutions to the needs of industries and the job market. RDI activities promote the relevance of education and simultaneously enhance the expertise and networks of our staff.
Typically, RDI involves project activities funded by external competitive financing. If you wish to participate in RDI activities, feel free to contact the RDI Services directly. You can also join various events, co-creation sessions, and training sessions. Through these opportunities, you can get involved and familiarize yourself with our project preparation processes, including licensing and resource issues.
Employee Benefits
We offer various employee benefits to full-time employees with over 6 months of employment.
Benefits Supporting Well-being and Community
We provide ePassi benefits offering a wide range of sports, cultural, and wellness services. You’ll receive an annual balance upon starting your employment, and the benefit must be used within the current year. Instructions for using ePassi and finding service locations can be found on ePassi’s website.
We offer free group fitness and gym sessions at Wasa Sports Club for staff members. Details about schedules and participation instructions can be found on the intranet.
Staff members are eligible for a company bike benefit, allowing the acquisition of a quality bicycle or e-bike through a leasing agreement. We offer this benefit through GoByBike. The leasing fee for the bike is deducted from your monthly salary. This is a tax-free benefit, reducing your taxable income by the amount of the leasing fee (€100/month). The length of the leasing period depends on the value of the bike you choose. At the end of the leasing period, you have the option to purchase the bike. More information and instructions for using the benefit can be found on the intranet.
Team-building activities and cohesion are supported with an annual wellness budget allocated to teams, allowing them to plan enjoyable activities under the guidance of their supervisor.
Shared events and celebrations are important rituals in our workplace community. Events such as semester openings and closings, holiday parties, and spring festivities punctuate our academic year and bring VAMK staff together.
Comprehensive occupational health services are a significant employee benefit, supporting staff well-being and workability. We encourage preventive utilization of these services to receive support before any decline in work ability. Explore the extensive services offered by our occupational health care on the intranet.
Supporting Skills Development
We aim to support staff members’ skill development in various ways.
Each employee has an annual budget for personal skill development, allowing you to enhance your skills and knowledge. The use of this budget is agreed upon with your supervisor.
We also strive to facilitate skill development within your job role. For example, participating in project work can offer opportunities to develop your expertise. Our goal is to encourage diverse skill development opportunities whenever feasible from the employer’s side.
Individual skill development needs are discussed during annual OSATA (Skills, Abilities, and Training) discussions and follow-up conversations. In these discussions, we agree on actions to develop your skills and monitor their implementation. Your supervisor acts as your support and coach in skill development.
We also organize training sessions open to all staff members. These sessions may be internal or conducted by external trainers, addressing current topics relevant to our entire community. We want to ensure that you have the opportunity to develop your skills and grow in your role.
Phone Benefit
You have the option to utilize a work phone benefit. If you use an employer-sponsored subscription for personal calls, texts, or multimedia messages, it is considered a taxable benefit. The phone benefit is added to your salary and thus contributes to your pension. The value of the benefit for 2023 is €20. If you use the employer’s phone for personal calls but also have a personal phone subscription with a dual SIM feature, this is not considered a taxable benefit, and you don’t need to opt-in for the phone benefit.
If you wish to use this benefit, please email hr-services@vamk.fi, and the information will be forwarded to the payroll department through Mico botnia. The benefit becomes effective on the first day of the month.
Age Program Leaves
Age program leaves are designed to support the work ability of aging employees. You can learn more about these benefits on the company’s intranet.
When you turn 50 or 60, you are granted a paid day off on your birthday.
Age program leaves are granted to individuals who are 60 years old and employed in a permanent full-time position. You can use these leaves as full vacation days or reduce your workday by the corresponding number of hours. In the first year, you receive 5 vacation days if you turn 60 on or before June 30, or 3 vacation days if you turn 60 on or after July 1. After that, you receive 5 vacation days annually.
You can apply for age program leave through your supervisor via the Sympa HR system. You can also find more information on applying for and using these days off in the system.
Our goal is to support the well-being of our employees in different stages of life, and age program leaves are one way to achieve this goal.
Service Year Leaves
Service year leaves are granted for the following years of service at Vaasa University of Applied Sciences or its predecessor institutions:
20 years = 3 paid vacation days
30 years = 1 week of paid vacation
40 years = 2 weeks of paid vacation
If you wish to use a service year leave, you must submit an application to your supervisor through the Sympa HR system. Your supervisor will decide on granting the leave and determine the timing. The application must be submitted and the leave taken within one year of reaching the required number of years of service.
This arrangement allows you to enjoy paid time off after working for the company for a certain period. You can contact your supervisor, who will assist you in submitting the application and provide further information on using service year leaves. Our goal is to support employee well-being and offer flexible options for taking time off.
Benefits that support well-being and foster a sense of community
- ePassi (sports, culture and well-being benefits).
- Free group fitness and gym sessions at Wasa Sports Club.
- Employee bicycle benefit.
- We support team-building activities and team cohesion by an annual well-being fund.
- Staff gatherings and celebrations are important rituals in our workplace community. For example the opening and closing of the academic year, staff development day, Christmas party and Spring party structure our academic year and bring VAMKians together.
- Comprehensive occupational health services, to support employees’ ability to work and well-being at work.
Supporting competence development
- The development of staff competencies are supported by an annual personal development budget, the utilisation of which is agreed upon with the supervisor.
- We enable competency development also through suitable work arrangements, for example by offering opportunities to participate in project work.
- We encourage diverse skill development in line with our strategy, and this is facilitated by employer whenever possible.
Phone benefit
- You have the option to utilise the work phone benefit. If you use an employer-funded subscription for personal calls, text messages, or multimedia messages, it constitutes a taxable benefit.
