Annual Report - EDP

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: performance :EDP has undertaken the commitment to combineethical conduct and professional rigor withvaluation of teamwork, promotion of skills andmerit and work-life balance.The company’s centrally defined human resourcespolicies cover areas such as attractiveness,improvement and development, recognition,reconciliation, occupational health and safety,innovation, management of opportunities,diversity, volunteering and private data protection.A Social Report is published each year detailingthe company’s organisational model, the benefitsgiven to employees and the practices in course.That report is available at www.edp.pt> edp>about edp> human resources.3.5.1. edp employeesIn 2012 the number of EDP employees roseslightly to 12,274 (does not include employeesfrom Pecém power plant), continuing the growthcurve over the last three years. The explanationfor this development can be found in the balancebetween rejuvenation of the workforce and thenumber of workers who left the company dueto situations of retirement, pre-retirement or earlyretirement. The turnover is 5.6%, reflecting thedepartures referred to above, with the reductionin this figure in relation to the previous year beinga result of an increase in new recruits at EDP.EDP MIMIMUM WAGE/NATIONAL MINIMUM WAGEABSENTISM RATE BY COUNTRY2.442.444.414.12 4.043.381.54 1.541.39 1.421.981.88 1.88 1.881.551.371.441.371.661.953.55 3.543.19 3.13 3.24 3.36 3.393.051.971.60 1.571.14Portugal Spain Brazil USAPortugalSpainBrazilUSA2009 2010 2011 20122009 2010 2011 2012DISTRIBUTION OF EMPLOYEESBY PROFESSIONAL CATEGORY (No.)DISTRIBUTION OF EMPLOYEES BY AGE GROUP (No.)1,2374.6185,6549154,6801,2792,9447765971,9791,92123129Semi-Qualific.Prof.Qualific.Prof.11IntermediateTechnicians12823 5961847Middle Specialists SeniorTechnicians Management ExecutiveBoardof Directors60409955< 30[30-40[[40-50[[50-65[5>6538MALEFEMALEMALEFEMALESALARY RATIO (M/F) BY PROFESSIONAL CATEGORY1.651.14 1.131.03 0.95 0.971.231.111.141.001.010.931.000.93 1.03 0.930.861.260.97SeniorManagementPORTUGALSpecialistsMiddle TechniciansSPAIN BRAZIL USA REST OF EUROPEIntermediateTechniciansQualifiedand highly qualifiedprofessionalsSemi-qualifiedprofessionalsNote: In 2012 a process of standardization of different segments of the professional categories has begun. Two segments have been eliminated in all countries, except in Portugal.EDP - Annual Report 201269
: performance :Valuing experienceThis is a programme aimed atemployees with more than 30 yearsof service with the company. The goalis to foster the sharing of knowledgeand experience of the senioremployees. Since the first editionin 2010, over 900 employees havealready been involved and there areplans to extend the initiative to 2,660more workers. In the context of theEuropean Year for Active Ageing andSolidarity Between Generations, EDPwas invited to share this senior talentmanagement project, receiving anaccolade at the Closing Session heldin Braga in December 2012.The programme, which is alreadyin operation in Portugal and Brazil,is currently being analysed forextension to the EDP Group’sremaining business units.3.5.2. attractand commitAttractivenessWith the aim of positioning itself as a benchmarkorganisation in the labour market, EDP hassupported the development of certain practicesand consolidated its relations with institutionssuch as the CEMS – Community of EuropeanManagement Schools/New University ofLisbon and the Lisbon MBA and Magellan MBAprogrammes.In 2012 the following programmes were carried out:º º IST Management Challenge is a strategyand management competition supportedby EDP and organised by SDG – Simuladorese Modelos de Gestão – in collaboration with theInstituto Superior Técnico, from UniversidadeTécnica de Lisboa. The competition is opento management students only.º º Global Management Challenge is a simulatedbusiness management challenge where eachteam has to manage a company with thegoal of achieving the highest stock exchangequotation for its shares. In the last edition ofthe challenge, one of the mixed EDP teams –made up of an EDP Produção employee andthree University of Porto students – won thenational final and represented Portugal in theinternational final.º º Power Trade is a game that simulates theelectric energy market in a competitiveenvironment. This is an initiative that promotescloser links between the universities and thebusiness world and was launched for finalyear master’s students of engineering andmanagement.º º FabLab Challenge is a competition forfinal yearstudents in secondary and vocational schools.The first edition was held in 2012.Recruitment and selectionAttracting, selecting, recruiting and retainingtalents is one of the main goals of the EDPrecruitment and selection process, which takesinto account not only the specific job skills fora certain position but also the behavioural skills,which are at the base of the organisational culture.Implementation of this process has been based ondevelopment of a number of practices, of whichthe following can be highlighted for 2012:º º ON TOP - EDP Recruitment Programme- This programme, which is being implementedin Portugal, seeks to attract and retain youngpeople with potential, promoting the companyamongst students and fostering close relationsbetween the company and the educationcommunity. An action plan is drawn up for eachyear. For 2012, this included EDP’s presence ateight employment fairs, a programme of talks toapprox. 500 students, as well as consolidationof the company’s presence in Talent City, whichcurrently has roughly 35,893 users.º º EDP Trainee Programme - This programmeseeks to help young workers at the beginningof their professional career to achieve agroup-wide vision of EDP, acquire professionalexperience and develop their own skills. It isbased on three fundamental pillars: training,job rotation and project development. Theprogramme is planned to run over 20 monthsand the trainees are monitored throughout theprogramme by a tutor and a mentor. In 2012 thisinitiative was launched between February andJuly. Some 3,000 enrolments were receivedand, after seven phases of a rigorous selectionprocess, 16 trainees were chosen.70Induction and integrationInduction and integration is a decisive phase inthe professional life of a new employee. Withthis in mind, EDP has a Welcoming Programmein place that runs for 12 months and featuresa number of activities for all new employees.This programme is complemented by specificinitiatives for the business area in which the newemployee is employed. The target group for thisprocess is made up of interns, new employees,employees with fixed-term contracts, employeesthat have switched job/position and/or Groupcompany and employees that have come fromother countries.Internships at EDPAs part of its social responsibility, attractivenessand employee prospection strategy, EDP offersan internship programme aimed at giving youngprofessionals work experience and potentiallyidentifying future employees with growth potentialwho can contribute to the future development ofthe business. In 2012 EDP organised a total of853 internships, of which 441 were curricularinternships, 348 were vocational internships and64 were summer internships.3.5.3. value and developPotential and performanceassessmentPotential and performance assessment isa fundamental tool in people management.It is fundamentally based on two dimensions:strategic skills (the behaviour of the employeein terms of realisation of the company vision,values, principles and strategy); and objectives/results (the employee’s effective contributionto the results is measured). The expansion of the360º assessment to all upper management levelswas concluded in 2012.Trainingand developmentEDP has in place a number of initiatives thatcontribute to the qualification and personal andprofessional advancement of its employees.To this end, each year a Training Plan is drawnup, which, proceeding from individual needsdiagnostics obtained during the potential andperformance assessment, provides a guidingreference framework for managing training withinthe Group, in close alignment with the businessstrategy and close cooperation with the businessunits and EDP University (UEDP). UEDP is madeup of seven schools, two of which are transversalin nature and 5 are business oriented (generation,distribution, gas, renewables and supply).Since mid-2012 UEDP has been responsible fordefining and monitoring the EDP Group TrainingPlan and Budget and coordinating the initiativesfor professional development, addition of skillsand acquisition and retention of knowledgeamongst the Group employees.The implementation of the UEDP schools isaccompanied by the provision of the CampusOnline, a web environment platform for providingflexible access to training, enabling learningadapted to individual paces and availabilities,promoting self-training, reducing costs andtime consumption with travel and facilitatingknowledge sharing and interaction amongst theEDP workforce.One can also highlight other initiatives thatprovide each employee with alternatives andchoices in the career path they aspire to:º º Mobility - In the context of fostering workers’growth through diversity of experience, EDPA World Full Of Energy
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Annual Report - EDP

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