Balanced scorecard

Locum’s balanced scorecard is used for general business planning and monitoring operations. The use of the balanced scorecard’s key performance indicator model at different levels of the organisation, from the company level to the individual level. This makes the management by objectives and monitoring of the operations more systematic. This model also allows for a more far-sighted and broader focus on the management and development of the company than financial management alone.

The scorecard has four stakeholder perspectives – Customer, Owner, Employee, Society – and a Process Perspective, which focuses on developing and improving internal efficiency.

LOCUM´S BALANCED SCORECARD	Result  2010	Goal  2011	Result 2011	Goal 2012	Goal 2013
1. Customer perspective Customer Satisfaction Index-CSI	49	60	47	62	64
2. Owner perspective LFS return on equity, excl. capital gains, %	11	7	10	5	5
LFS profit before tax including any capital gains, SEK millions	386	256	644	235	235
Locum AB´s profit before tax, SEK millions	12	5	16	5	5
3. Society perspective Energy consumption, kWh/m², total floor area, strategic properties	219	223	219	220	217
4. Employee perspective Employee Satisfaction Index-ESI	78	80	78	81	81
5. Process perspective The management system provides support in my work	65	75	63	80	82

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Customer
The customer perspective concerns how well Locum meets its customers’ needs. More competition and options mean that customer satisfaction and customer confidence are crucial.

Owner
The Owner perspective illustrates the owner’s requirements and expectations of the company.

Society
The Society perspective concerns Locum’s role and its behaviour as a good corporate citizen.

Employees
Locum should have employees who are proud to work at Locum, are satisfied with their work and enjoy going to work.

Process
The Process perspective illustrates the development of Locum’s internal efficiency.

Read more about Locum´s perspectives under Social sustainability.

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Global compact
The long-term sustainable development of the County Council’s property stock is achieved through management based on values and objectives. The point of departure is the ten principles of the Global Compact, in turn based on the UN Declaration on Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, the UN’s Rio Declaration on Environment and Development and the UN Convention against Corruption. Any company taking part in the voluntary Global Compact network must:

Human rights
Principle 1 – support and respect protection of internationally proclaimed human rights
Principle 2 – ensure that their businesses are not complicit in any human rights abuses

Labour standards
Principle 3 – uphold the freedom of association and the effective recognition of the right to
collective bargaining
Principle 4 – act to eliminate all forms of forced and compulsory labour
Principle 5 – act for the effective abolition of child labour
Principle 6 – act to eliminate discrimination in respect of employment and occupation

Environment
Principle 7 – support a precautionary approach to environmental challenges
Principle 8 – undertake initiatives to promote greater environmental responsibility
Principle 9 –  encourage the development and diffusion of environmentally friendly technologies

Corruption
Principle 10 – counteract all forms of corruption, including extortion and bribery.