Base salary at Caverion is based on specific job responsibilities, requirements and experience as well as market specific benchmark. In addition, management and most of the salaried employees are included in a performance based short-term incentive plan, project or service incentive plans. During 2017 the number of participants in these plans was increased and the implementation will continue going forward. Caverion also has a long term incentive plan that is targeted to selected employees according to annual decision by the BoD.

Performance development discussions (including target setting and results review) as well as continuous feedback are an integral part of our management system and drive the strategy implementation and achievement of the key targets.  Through this process all Caverion employees gain understanding in how they can contribute to Caverion success, what is expected from them and how they can develop their competences and performance.

Golden Helmets for best strategy executors

In 2017, Caverion continued the Golden Helmet tradition. Through company-wide Golden Helmet recognition, we want to award our best strategy executors of the year. The awards are given to four individuals or teams who have done extraordinary and excellent work for Caverion. In the first round our employees suggested local nominees for each category and final winners were chosen by a group of Caverion management members. 

The activity among employees for nominating candidates was on a high level and resulted in a total of 227 suggestions. The final winners 2017 in the different categories were: 

• Strong company image: Shell team, Managed Services, Denmark
• Excellent leadership: Project Manager Necati Sertcanli, Sweden
• Innovative and advanced solutions: Lithuania Automation & Low Current team, division Eastern Europe
• Operational excellence: Quality Management Team of Botnia Mill Service