Director's report Employees

2007 employee data

Average number of employees: 932 (414)
Total number of employees on 31 December: 1,290 (481)
Of all employees women: 19% (21) and men: 81% (79)
Level of education: 86% have academic credentials (91)
Costs for external training: SEK 7,166,000 (2,056,000)
Average age: 36 years (35)
Average number of years in the sector: 10 years (10)
Value-added per employee: SEK 782,000 (851,000)
Personnel costs: SEK 666.6 million (319.4)

Employees

Years of employment

< 1 year 26%
1-3 years 34%
3-5 years 6%
5-7 years 14%
> 7 years 20%

Age distribution

< 25 years 6%
26-30 years 25%
31-35 years 23%
36-40 years 18%
41-45 years 15%
>46 years 13%

Employees

Gender distribution

Women 19%
Men 81%

Professional training and development

Professional training and development constitute one of the most critical factors for ensuring Cybercom's continued profitability and growth. The staff's skills are enhanced through external courses, in skills groups, and in customer projects. Alongside clear-cut skills development, seminars are held that highlight the corporate culture and employees' technical interests in the company.

Cybercom runs several skills development programmes, in which managers and employees can work on competence and development in a structured way. The company defines competence requirements that are measurable; fulfilment of these requirements forms the basis for determination of salaries and other benefits.

Professional training and development

Years of Industry experience

< 1 year 7%
1-5 years 29%
5-10 years 27%
10-15 years 16%
15-20 years 9%
> 20 years 12%

Education

Ph.D. 1%
Engineering degree 8%
Systems analyst 13%
Other technical (college) 11%
College/university 53%
Other post-secondary 7%
Upper secondary 7%

Recruitment

Recruitment is one of the most critical factors required to ensure Cybercom's continued profitability and growth. The company concentrates on systematically identifying its future skills needs with the aim of securing access to skilled staff.

Keeping key employees and attracting new ones is a strategic issue for Cybercom. The company has a broad recruitment base that also encompasses sectors outside IT and telecom. Cybercom's co-operative ventures with universities and colleges in 2007 led to greater numbers of recently graduated consultants being recruited.

Salary setting policy for the CEO and other executives

Guidelines for Cybercom's CEO and other executives apply to 13 persons and did not change significantly since the last annual report.

The purpose of salary and remuneration guidelines for executives is to ensure that Cybercom offers market rates - to enable recruitment and retention of persons with the highest competence possible within the Group. Remuneration consists of fixed salary, variable pay, 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 objectives of which the main portion must be definitely tied to financial objectives. The CEO's variable pay may not exceed 30% of the fixed salary. For other executives, variable pay is set in relation to base salary and type of objective. Variable pay has a ceiling for each person. Variable pay is reviewed annually.

Pension and other benefits

Cybercom's pension policy is described in note 32. Cybercom's current pension solutions consists of the ITP plan and a complementary premium schedule. Local rules apply to persons outside Sweden.

Refer to note 32 regarding right to severance pay.

Other benefits for executives 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.

The board may make exceptions to these guidelines if, in an individual case, there is reason to do so.