BBVA in 2012

The teamIt is people who make the real difference between companies. That is why there is no doubtthey are the key to the success the BBVA Group’s differentiation. The three key features that setus apart most as an Organization are:• A well defined corporate culture, which can be summed up in the Group’s vision, asmentioned earlier: “At BBVA, we work for a better future for people.”It is peoplewho make thedifference• A model of people management geared above all to professional development.• A way of doing things that is characterized by an explicit commitment to transparency,objectivity and equal opportunity as basic principles in BBVA’s management style.Corporate cultureThe main features that BBVA aims to promote are a customer-centric approach, teamwork,healthy ambition, high ethical standards, focus on results, humility and simplicity.These characteristics make BBVA one of the best companies to work for, and the proof is:• More than 270,000 CVs received in 2012 (over 250,000 in 2011), resulting in 15,565 newemployees joining the Group during the year. This also makes clear the interest generated bythe BBVA brand.• The external awards and recognition received. Some of them will be highlighted in thissection. The awards received by the Bank as a good employer include the following:BBVA, one of thebest companiesto work for– BBVA as “Best People Bank”, according to Banca 15. The award, granted every three years,was received in September 2011 for “the special dedication shown by BBVA in recenttimes to spread and make possible this great idea of a bank based on the development ofpersonal and human relations.”– BBVA, chosen as “Best European and Spanish Company in Leadership Development,”according to the ranking published every two years (the last was in September 2011) byFortune magazine (and which was discussed at length in the 2011 Financial Report).• But most important of all: our opinion, the opinion of the BBVA team, which is expressedthrough the Satisfaction Poll.Every two years BBVA conducts a Satisfaction Poll. This participative process is a way ofdiscovering the opinion of the team on professional matters, such as relations withco-workers or immediate superiors, the balance between professional and personal life andthe level of knowledge of human resources policies.Of the more than 105,000 people who took part in the poll in 2012, 77% completed it fully, afigure that is one percentage point above participation in 2010. The rate of overall satisfactionwas 76%, three percentage points above the previous poll and seven more than in 2008.There were also rises in almost all the areas in the Group, and in the main indicators of thepoll.As in the previous poll, the most valued aspects in 2012 have been those related to thetreatment of people in BBVA, the sense of pride in belonging to the Group, and above all thepotential for future growth offered by the Bank to all its team. This growth is the result of morethan 150 improvement plans implemented by the various units over the last two years. Afteranalyzing the results, it is now time to repeat the cycle: in other words, new projects have tobe identified with the same aim of improvement. They must be developed before the nextpoll, which will take place in 2014.Primary stakeholders25