Spar ICS Outdoor Möbel Foto: Neumayr/Leo 24.08.2022
Welcome to ICS!

We would like to give you an insight into our internal workflow, the corporate culture and our wide range of training opportunities. 

Here you will find all the answers to your most frequently asked questions!

Can the position also be held part-time?

In principle, we at SPAR ICS also have many different part-time models in use. With every application, we address the individual situation and check whether we can find a common model - so part-time work is definitely not a reason for exclusion!

What is the corporate culture like?

Our hashtag #weareics is not just a slogan. Community, good cooperation and a pleasant culture are very important to us and our colleagues also give us very good feedback here! We have a “you” culture and many initiatives and events aim to strengthen the community.

How are projects handled? methods?

We proceed here according to the principle of using the most suitable model. We have classic "waterfall" projects that we go through with project teams in all phases, but also agile methods and scrum teams that work continuously on the further development of products. Hybrid forms are also used - as required by the situation or our internal customers.

How well is the cross-departmental collaboration going?

In many areas we have constellations in which colleagues from different departments work together permanently and interdisciplinary, also sit together in space. The department forms a “home base” for us, and disciplinary issues are also dealt with there – nevertheless, we work together a great deal across departmental boundaries. There is always room for improvement, but departmental boundaries are not barriers for us.

Does the company have special measures for team development?

Yes, even very many. In addition to the ongoing development by the managers, our teams are always doing extraordinary activities to ensure good development. That can go in all directions. Our management always gives us a very good framework for this.

How high is the fluctuation rate and why do employees leave the company?

In fact, despite the very tense situation on the job market, fortunately we don't have any massive fluctuation problems. There are always painful departures, but the turnover rate is below the industry average. We conduct an exit interview with all colleagues who leave us and take the feedback very seriously in order to constantly improve. Our average length of service is over 8 years, despite many new hires in recent years. We can always celebrate service anniversaries, from 10 to 40 years, everything is included!

Where do you see the special challenges at SPAR ICS?

SPAR ICS is the IT company of SPAR Austria Group. In various sectors (food retail, sporting goods retail, shopping center business), the digitization of these sectors not only has to be accompanied, but led - through our proactive work we enable the group to maintain the leadership in the market. Our slogan #wecreateretailfuture requires us to be that decisive step ahead in many areas and to demonstrate excellent performance.

How does the onboarding work?

We design an individual learning journey for each newcomer and thus prepare an optimal environment for a good start to the job. Points of contact and an “ICS Buddy” are defined so that there is always someone to turn to. In our Welcome Days we provide the most important information and our ICS Academy offers an onboarding program to learn the most important things right away. We also actively survey our newbies after a few weeks about the onboarding experience and take this feedback to continually improve the process.

How will you show me that you are satisfied with my services? How is work success measured?

We work with goals according to the OKR method - each team takes on things and achieves them together. In addition, a very detailed performance feedback is given to all colleagues at least once a year. More than 10 different dimensions are highlighted here to give really valuable feedback.

Is there a personnel development strategy and what are its goals and measures?

We have a role model at SPAR ICS - the various roles are divided into the maturity levels "Junior", "Professional" and "Senior". An employee competence model provides information about which competences are necessary to fulfill the requirements of the role. Together with the supervisor, this can be analyzed at any time and the result often leads to development roadmaps and plans.

How will you specifically support my professional development?

In addition to our ICS Academy with its wide range of training courses, we also use the power of SPAR personnel development to find the right, individual package. A wealth of training opportunities, such as our ICS Talent Management program, are aimed at expanding your “personal toolbox” and being able to grow personally.

How will you support me in my personal development?

In addition to our ICS Academy with its wide range of training courses, we also use the power of SPAR personnel development to find the right, individual package. A wealth of training opportunities, such as our ICS Talent Management program, are aimed at expanding your “personal toolbox” and being able to grow personally.

What career models are there in addition to management careers?

Our role model enables growth both in the specialist career (e.g. to product lead for an IT product) and in the generalist career (e.g. to service owner who is responsible for a complete IT service). Due to our breadth in the technical and organizational portfolio, there is almost no role and no subject area that you cannot immerse yourself in. Internal changes of role or territory are supported and encouraged.