Human resources

The Competition Authority considers it important that its staff possess good knowledge and experience which is utilised in their work. Education is a resource and acquiring knowledge is an investment for the future which benefits both the staff and the Competition Authority. Due to the ever-changing competitive environment and the development of competition law, it is essential that staff maintain and enhance their knowledge. This increases their competence in carrying out their duties and enhances job satisfaction. Employee initiative and commitment to training are the key to success.

To promote the above, the Competition Authority establishes a continuing professional development policy, which includes encouraging staff to maintain their professional knowledge through CPD and to acquire additional skills that are best utilised in their work.

Staff are offered various opportunities for continuing professional development and to acquire additional knowledge. These can include attending courses and lectures on competition law, as well as participating in conferences and international working groups. In addition, staff of the Competition Authority may be offered temporary leave for purposes such as postgraduate study and secondments to sister institutions abroad. The Competition Authority will ensure that it has a strong library of books on competition matters and a selection of related academic articles, in addition to subscribing to journals and publications in the field of competition law.

A special three-member committee, the Training Committee, oversees the implementation of the Competition Authority's continuing professional development policy in consultation with the Director-General. The committee is appointed by the Authority's Director-General.

Further information on ways to pursue lifelong learning:

Books and journals
The Competition Authority places great emphasis on having a strong book collection in the field of competition policy and competition law. The Authority's library must always contain the latest academic journals and periodicals in this field. Staff shall also be provided with access to electronic databases as required. Staff shall, in their respective areas, monitor and proactively maintain the Competition Authority's collection of publications, and submit relevant proposals to the Education Committee.

Courses, conferences and lectures
The Competition Authority encourages its staff to attend the courses, conferences and lectures (hereinafter collectively referred to as courses) available in their field, both at home and abroad. The training committee will also draw staff's attention to interesting courses of this nature.

Participation in courses is intended to maintain the competence and knowledge of staff. Staff who take part in such events should, as far as possible, share what is covered there with other staff of the supervisory authority.
It is also envisaged that employees will be able to attend courses that broaden their horizons and enhance their job satisfaction, even if they are not directly related to their role.

Education
Employees are offered the opportunity to undertake studies in this country or abroad, as appropriate, either full-time or alongside their work. The Competition Authority's participation in an employee's studies may involve granting leave from their duties, paid or unpaid, and covering the study costs, either in full or in part.

Migration
An employee may request to familiarise themselves with and participate in the work of the Competition Authority's sister institutions abroad, or at the EFTA Surveillance Authority/European Commission. Such secondments can last for up to 6 months (or longer by agreement). The Competition Authority will assist staff in arranging such placements and will also participate in communications for this purpose.

Implementation
The Education Committee is responsible for the purchase of books and subscriptions to academic journals. Proposals in this regard should be directed to the Education Committee.

To promote the advancement of its continuing professional development policy, the Competition Authority sets itself the objective of annually allocating to continuing professional development an amount equivalent to a specified percentage of the Authority's payroll costs. Furthermore, a target shall be set to allocate to continuing professional development a specific proportion of the total working time available to the institution.

The Competition Authority has established an equality policy designed to ensure equality for all genders in the organisation's activities and operations, and to promote respect for staff and ensure they can enjoy their work without regard to gender, in accordance with applicable legislation.the provisions and objectives of equality legislation.

The Competition Authority's equality plan stipulates that equality will be observed in recruitment, in decisions on pay, and that consideration will also be given to the family and private lives of staff, for example through flexible working hours. Furthermore, gender mainstreaming is to be implemented in all of the Competition Authority's policymaking.

The Competition Authority's equality plan clearly states that neither gender-based harassment nor sexual harassment will be tolerated within the organisation, see the Competition Authority's Equality Plan from September 2022 for further details.

The Competition Authority aims to ensure that all its staff receive equal pay and equal terms and conditions for the same or work of equal value, in accordance with Article 19 of the Equality Act No. 150/2020. The Competition Authority pays salaries in accordance with the scope and requirements of each job, regardless of the gender of the person performing it, so that there is no unjustified pay disparity.

In order to comply with the Competition Authority's equal pay policy, the Authority commits to:

• Implement, document and maintain an equal pay management system in accordance with the requirements of the standard ÍST 85:2012 and obtain certification in accordance with the Equal Pay Certification Act 56/2017.
• Conduct a pay analysis comparing jobs of equal value to determine whether there is a gender pay gap. The results are presented to staff every two years.
• Respond to deviations, i.e. if the requirements of the standard are not met and an unexplained gender pay gap is found, through continuous improvement and monitoring.
• Conduct an annual management review where equal pay objectives are set and reviewed.
• To comply with all laws, rules and collective agreements in force at all times and to certify annually that they have been complied with.
• Ensure that this equal pay policy is accessible on the external website of the Competition Authority.

The equal pay policy is an integral part of the Competition Authority's equality policy and equality plan.

All suggestions regarding equal pay certification can be sent to mannaudsmal@samkeppni.is under the title „Equal Pay Certification“.