Smart Work 2027: Internal Developer Model
The Smart Work page presents everyday innovations and success stories developed by the employees of the City of Hämeenlinna.
As part of the tiered salary system and the organisation of the TyöHäme Employment Area, it was noted that employees do not have clear career paths within TyöHäme because administrative and management tasks have been minimised. A flat organisation does not naturally provide career paths. The Internal Developer is a fixed-term role to act as a developer. The Internal Developer has a goal, success metrics, and a developer group that solves a specific employment process.
The Internal Developer model was used to build a team and structure where the process was broken down, a dedicated coaching model was created for the developer team, and goals and actions were divided on a weekly basis. Every week, choices were made on what to put into practice, and these were tested immediately. The reform was piloted with customers and developed based on customer feedback. The coaching supported courageous and positive collaboration. It challenged participants to think about new ways of working and to discover new solutions. The model is now being repeated.
The 0–3 month customer process for job seeking has been reorganised. Statutory deadlines are being met ahead of schedule, and according to solution monitoring, the number of placements has increased. The team has adopted new ways of working, roles, and responsibilities, and the implementation of the process across the entire organisation has progressed well. In addition, a new internal developer has started developing the 4–6 month customer process together with new individuals, and a third developer will be developing a new multi-disciplinary cooperation model. Key themes in the development work include goals, metrics, roles, responsibilities, and coaching for change management.
The role of Internal Developer is always a fixed-term assignment. The individual is given the opportunity to act as a developer, gaining process responsibility, performance responsibility, and experience through projects in managing affairs, goal-orientation, and creating solutions to achieve strategic goals. Turning goals into actions and operations. At the same time, coaching is developed to support change and development, teaching courageous, fast, and agile development methods.
Developers
Hilkka Luukkonen, Development Manager
Mira Sillanpää, Director of Employment Services