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01. MAIN DOCUMENTAverage age 34.5 years old- Executives: 47.5 years old- Employees: 32.5 years old- Managers : 39.3 years old- Managers equivalents: 36.5 years oldAverage seniority: 4 years oldStatus:- Executives, managers, managers equivalents: 35 %- Non-management: 65 %In 2009, APRIL GROUP's management rate returnedto its 2007 level, with 35%. This rate is still lower thanfor the industry in general, which is around 40%. This isprimarily due to the Group’s organization and relativelyflat structure.Breakdown by category (APRIL organisation):- Employees: 84%;- Managers: 10%;- Executives: 4%;- Corporate officers: 2%.Breakdown by level of training:- Level I (Masters and PhD): 12%;- Level II (Post-graduate): 21%;- Level III (Undergraduate): 37%;- Level IV (High school diploma): 21%;- Level V (Vocational or technical certificate): 9%.Breakdown by activity:- Health and personal protection: 27%;- Property and casualty insurance: 23%;- Corporate: 9%;- Savings: 2%;- International: 29%;- Insurance companies : 5%;- Other: 5%.Breakdown by region:- Rhône-Alpes (Lyon area): 43%;- International: 25%;- Other regions: 14%;- Ile de France (Paris area): 11%;- DOM (overseas departments): 7%.Internal mobility:There have been 56 company transfers within the Groupin 2009, for 34 employees, 9 executives, 10 managersand 3 corporate officers.Number of new recruits in 2009:- 717 new recruits on permanent contracts, with226 in commercial positions and 256 on customermanagement;- 438 new recruits on fixed-term contracts;- 13 new corporate officers;- 1,201 new recruits in total, 400 of whom left over theperiod.This number of new hires is lower than in 2008, butremains high, resulting more specifically from a stronglevel of business in the health and personal protectionbranch, as well as ongoing acquisitions.1.3.4 :: Investment policyAPRIL GROUP’s follows a dynamic investment policy,marked by a high level of growth, both organic andexternal.The Group’s human capital lies at the heart of its organicgrowthAs such, particular efforts are made to contribute to thedevelopment of the men and women who make up APRILGROUP’s teams, including:- their professional and personal development throughtraining, notably through the APRIL University,- their participation in cross-business workshops andprojects, which aim to promote interculturality within theGroup;- the recruitment drive seen in 2009 aiming to strengthenkey functions and enrich the range of personalities andexpertise available,- moves to associate staff with the creation of valuethrough profit-sharing agreements.At the same time, external growth represents a key partof the Group’s strategy and the implementation of itsmedium term plan, targeting:- the diversification of the portfolio of activities,- the expansion of the value chain,- the entrance on to new forms of distribution,- the acquisition of complementary expertise,- the development of the geographical scope, both inFrance and internationally.INFORMATIONON THE COMPANY’S ACTIVITIESPART0126