The annual survey of employee satisfaction, and exit interviews, which have been introduced during the MAMFORCE certification process, provided a better insight into employee needs and improved planning of further activities. The annual action plan was developed, in line with the specificities of the County as a public sector institution.

The introduction of flexible working hours, and the paid leave on the occasion of children’s starting elementary school and kindergarten are received well by the employees as means to their better work-life balance, as evident from their 84% approval rate. The regular general health check-ups were introduced as a measure to reduce sick leave rates, and the programs supporting the employees coming back to work after extended absences, with full benefits, were put in place. The County dedicated particular attention to parents, promoting the role of parents in childcare ad their use of paternal leave opportunities, and introducing the open days for employees’ children.

To improve productivity and employee engagement, a reward program has been introduced, and training plans linked to business targets were put in place. To develop the management culture, clear guidelines for their conduct and decision-making authority have been put forward, including their obligation of impartiality and care for work-life balance of employees.

By defining itself as the equal opportunity employer and implementing the MAMFORCE action plan, the Krapina-Zagorje County stands as a strong supporter of workplace security, respect for employees, and a safe and friendly workplace for all, regardless of their differences.