Career development and training

As FMO continues to grow, so too do opportunities for career development. Internal mobility at FMO was high in 2011, with 75 job changes or promotions. The average career duration at FMO is seven years, showing the great commitment of our staff as well as the need for structured career development. Our longest-serving employee has been with us for 31 years.

In 2011, FMO improved its Personal Development Plan for employees. The program aims to help staff assess the current stage of their career and set medium and long-term goals, supported by their managers and HR advisors. Employee appraisal and career management workshops for FMO managers and employees were organized in 2011, alongside a two-day 'career check' training. All employees, including all layers of management, have several meetings throughout the year to discuss their performance and targets. This is part of FMO's standard HR-cycle.

Direct communication lines are part of our culture. While these lines are well developed within departments, we worked to improve cross-departmental cooperation in 2011. We launched a mentoring program where new employees can choose a mentor from a pool of senior FMO employees across departments and we organized sessions with some groups of employees to improve giving feedback.

FMO employees can participate in exchange programs with other DFIs and financial institutions, varying from placements of six months to several years. In 2011, three FMO employees participated in such exchanges. We also selected an employee to work in our new joint office in Johannesburg which will open in 2012. We are developing an expat policy for employees working abroad.

Our FMO Academy enables our employees to enhance their knowledge of specific subjects relevant to our business, such as pricing, project finance, corporate governance and cross-cultural negotiation skills. The learning modules are primarily focused on products and FMO processes and are knowledge-driven. In 2011, we focused on developing a joint academy and training curriculum with DEG and Proparco, making the program more accessible and international. Learning together will stimulate exchange of knowledge and working experience between participants and will create an international learning community and professional network for development finance.

The Academy's 23 modules were attended more than 485 times (400 in 2010), mainly by FMO employees who participated in one or more courses.  In addition, 38 participants attended from partner organizations and 22 attendees were nominee board members.