Services that matter
Annual report of the Department of Service & Innovation 2024
Human resources
In 2024, emphasis was placed on strengthening the work environment, supporting staff through diverse education and policy making, and creating a workplace that promotes well-being and professional development.
Education and professional development
Education and knowledge sharing were essential elements in the department's work throughout the year. Weekly mini-sessions continued in the open meeting space Hringleikahúsið. Sixteen sessions were held there, most led by department staff for their colleagues. Additionally, representatives from the human resources and work environment department's advisory team presented the sessions "Listin að vera maður sjálfur" (The Art of Being Yourself) and "Breytingaskeið kvenna" (Menopause).
In June, the department received Rainbow Certification, which included meeting a 4.5-hour education requirement on LGBT+ issues. This education continued during diversity week in August, when Bjarni Snæbjörnsson gave a presentation on queerness in Icelandic society. Kristín Þóra Haraldsdóttir also led the session "Á rauðu ljósi" (On a Red Light).
Department managers actively participated in education, including at management days that focused on team building and professional development. Ásdís Eir visited several times during the year with sessions on feedback and difficult conversations. Management events were also held regularly, including "Barborðið" (Bar Table Session), designed for middle managers and held twice a year, and "Hringborðið" (Roundtable Discussion) held once for all managers.
Policy making and professional development days
Work on the department's policy making was also a top priority in 2024. In April, new strategic guidelines were introduced at a management policy making meeting. Following that, a theme week was held in early May, where teams and divisions set goals and actions that aligned with the theme.
A professional development day was held in April and was exceptionally successful. The program included a presentation on a new operational model, a lecture by Halldóra Geirharðsdóttir about employee of the month, brief presentations from all divisions, and an overview of benefits. The annual celebration was held the following day.
In October, work continued on the department's policy making, with the focus on goal-setting work by managers and staff. Goals and actions were introduced on Workplace through so-called goal stories, and the week ended with strategic guideline celebration, where staff received water bottles with the department's strategic guidelines and nameplates with their names.
Staff well-being
A new version of Reykjavík's attendance policy was introduced to staff at division and team meetings, after the policy was approved by the City Executive Council in 2023. At the same time, a health policy was approved for the first time by the City Executive Council for the workplace Reykjavík City and was also introduced to staff.
Emphasis was placed on staff health and well-being through various measures. In total, 89 employees used fitness subsidies and 54 made commuting agreements.
Human resources welcomed new staff with orientation days in February and October, where new faces had the opportunity to become familiar with the workplace and colleagues.
Successful events and certifications
In 2024, the department participated in various events that contributed to a positive work environment. Both Pink Day and Yellow Day were celebrated with colorful staff collaboration.
In November, the department received recognition as a great workplace from Great Place to Work. This international organization researches workplace culture, and the recognition confirms the systematic work that has been invested in creating a positive and healthy work environment.
