During the last few years the Competition Authority has established stable operations in Bergen. It has succeeded in retaining skilled employees and has through extensive training built up a staff with sound knowledge of competition economics and competition law.
The Competition Authority has 104 employees, including those on leave. The table below shows the distribution of positions at the Competition Authority for men and women as of 31 December 2009.
Distribution of positions within the Norwegian Competition Authority
| Position |
Total |
Women |
Men |
| Managers |
18 |
5 |
(28 %) |
13 |
(72 %) |
| Senior advisers |
36 |
12 |
(33 %) |
24 |
(67 %) |
| Advisers |
34 |
19 |
(56 %) |
15 |
(44 %) |
| Higher executive officers |
10 |
7 |
(70 %) |
3 |
(30 %) |
| Executive officers |
4 |
4 |
(100 %) |
0 |
(0 %) |
| Trainees |
2 |
1 |
(50 %) |
1 |
(50 %) |
| Total |
104 |
48 |
(46 %) |
56 |
(54 %) |
It is the aim of the Competition Authority to create a good, safe working environment for all of its employees. The Authority places emphasis on preventive measures that can help to create good, healthy working conditions.
The Competition Authority is constantly assessing the reorganisation and improvement of its internal work processes, and a high percentage of its employees are involved in this work. New system solutions designed to help boost the quality and efficiency of the Authority's administrative procedures have been implemented.
Boosting skills is a priority tool for retaining skilled employees and improving the quality of the Authority's work. The Competition Authority has invested heavily in management development. In addition to placing greater focus on perquisites and a positive social environment, it is very important to have competent managers in order to retain and recruit skilled employees. The Authority has also developed and implemented more transparent salary and career development paths for its employees.
More stable personnel
Following several years with a high turnover of staff, the Competition Authority has established a more stable operation. As in past years, most employees have worked for the Competition Authority for only a relatively short period of time. However, there has been a considerable improvement as regards length of service in 2009 as compared with 2008 and 2007. In 2009 56 % of the Authority's employees had been employed between two and five years; 32 % had served for less than two years; and 12 % had served for over 5 years.
In 2007 turnover stood at 20 %, compared with 15 % in 2008 and 11 % in 2009. The Competition Authority's employees are very attractive on the labour market and it is difficult to keep them in the long term. This implies that no further reductions in turnover can be expected in the future.
Young environment
The average age is 37. The figure below shows the distribution among the different age categories. The Competition Authority also has two apprentices who have not been included in the diagram or in the average calculations.
Number of employees distributed among age categories
High level of expertise
The Competition Authority has many employees with higher education. 76% are qualified as economists, business economists or legal practitioners. Five employees hold doctorates. The Authority's Chief Economist is a Professor of Economics.
Staff education
| Education |
Total |
Women |
Men |
| Economists |
38 |
(37 %) |
10 |
(26 %) |
28 |
(74 %) |
| Law degrees |
40 |
(39 %) |
22 |
(55 %) |
18 |
(45 %) |
| Other college or university education |
16 |
(16 %) |
9 |
(56%) |
7 |
(44 %) |
| High school diploma or less |
8 |
(8 %) |
6 |
(75 %) |
2 |
(25 %) |
| Total |
102 |
(100 %) |
47 |
(46 %) |
55 |
(54 %) |
Development of expertise
The Competition Authority places considerable emphasis on ensuring that its employees enjoy good conditions for further development. Employees learn by resolving issues, attending training courses and undertaking their own studies. It is important for the knowledge gained to be useful for job performance.
The development of expertise in competition economics and law through attending internal and external courses is a priority. In 2009 the Competition Authority devoted considerable resources to boosting expertise relating to investigations, including especially securing evidence and recording statements.
The Authority continues to devote considerable attention to management development, and in 2009 four managers attended management courses.
Absence from work due to illness
The Competition Authority has signed a More Inclusive Workplace agreement and is actively involved in reducing absence from work due to illness. In 2009 the Competition Authority achieved its target of reducing such absence to below 5%, with total absence standing at 4.4%. There was an increase in absence from work due to illness in 2009 as compared to 2008 when total absence amounted to 2.6%. This increase was lower for men than for women.
Equal opportunities
The Competition Authority emphasizes equality in internal and external recruitment for all jobs, particularly managerial jobs. When advertising vacancies, women in particular are encouraged to apply.
One of the Authority's personnel policy targets is to recruit persons with immigrant backgrounds, and this is followed up in all employment processes.
The Competition Authority has been largely successful in obtaining an equal distribution of the genders. However, work remains to be done towards achieving a greater degree of gender distribution among middle and senior managers and senior consultants.