Our employees constitute Capio, and they make a difference for our patients in practice. On the basis of the Capio model, we therefore work to create an organization in which employees are given authority and take responsibility for their tasks, and also drive continuous improvements. Good relations with our employees based on mutual trust and respect are thus of the very greatest importance to us.
In 2015, Capio’s average number of full-time employees was 12,360, of whom approximately 10% were doctors1, approximately 45% were nurses, and approximately 16% were other medical staff. The remaining Capio employees provided direct or indirect support for Capio’s healthcare activities. As the patients are the basis for Capio’s organization, all medical staff groups are equally important, and supplement each other. Together, the members of the respective care teams create the best possible conditions for the patients’ recovery and a positive healthcare experience. The team is also key to providing healthcare with due care for the shared resources, as continuous attention to method and process improvements leads to higher productivity and a more efficient distribution of work tasks.
According to an OECD evaluation, there is great variation in the number of annual doctor’s consultations in the various European countries. In Sweden, there are significantly fewer annual consultations per doctor than in France and Germany, for example. Also, initial studies at some Capio hospitals indicate that only 12–14% of nurses’ day-to-day work is related to direct work with patients, while documentation, reporting and handling of pharmaceuticals account for approximately 40%. Other observations show great variation in the number of patients per team, doctor’s consultations per day, and number of staff hours per surgery hour. These studies have now been expanded and converted to local action plans within Capio Nordic, in order to increase the direct patient time for doctors and nurses. This change process is taking place in collaboration with the trade unions, and besides releasing limited resources, the objective is also to reduce work-related stress in order to better utilize the group’s expertise and competence. When doctors and nurses devote more time to patients, this will also increase quality for the patient, in view of the increased level of experience, because the more patients doctors and nurses meet, the more skilled and experienced they will become.
The age group distribution of Capio’s employees is relatively even. Of the Group’s 12,360 employees, 9,969 were women and 2,391 men (81% and 19%, respectively).
On average, 97% of the medical staff were directly employed by Capio in 2015. For nurses and other clinical staff, the proportions of employed staff were 98% and 99%, respectively. The proportion of employed doctors was 91%. Capio’s objective is to have a high share of permanent employees, since continuity of healthcare contact creates security for patients, while staff continuity ensures better conditions for sound healthcare development. The challenges in recruiting specific expertise are a factor affecting the proportion of employed staff. We primarily encounter this difficulty in certain medical specialization areas. In Sweden, there is a shortage of general practitioners and psychiatrists, among other areas, which is a national challenge. Permanent employees account for 84% of the staff employed directly by Capio, while 16% are employees on temporary contracts.
Capio seeks to ensure good relationships with labor organizations. Capio has established a European Works Council, with representatives from the professional organizations as well as managerial representatives from the Group.
1 Note that doctors in France are self-employed professionals and are not included in Capio’s employees.