In 2017, inpEV had 76 employees. Of this total, 34 were women and 51 men. Most of them worked in the southeast region, equivalent to 63%. All of them were covered by collective bargaining agreements. Also, nine third-party workers were part of the team, all working in the southeast region. Among them were six women and three men. The total number of employees, considering direct employees and third parties (85), was 35% higher than the same figure reported in 2016 due to the incorporation of the new receiving units.
Collaborators per region
Total collaborators
| Total number of collaborators by functional level and gender | ||
| Functional level | Men | Women |
| Directors | 1 | 0 |
| Managers | 5 | 2 |
| Leaders/Coordination | 10 | 7 |
| Technicians/Supervisors | 3 | 3 |
| Administrative | 12 | 5 |
| Operational | 21 | 2 |
| Third Parties | 3 | 6 |
| Apprentices | 2 | 1 |
| Interns | 1 | 1 |
| Total per gender | 58 | 27 |
| Total | 85 | |
| Total number of collaborators by job type and gender | ||
| Type of job | Men | Women |
| Full-time | 57 | 25 |
| Part-time | 1 | 2 |
| Total | 58 | 27 |
85 | ||
| Total number of collaborators per region and gender | ||
| Region | Men | Women |
| South | 6 | 1 |
| Southeast | 27 | 30 |
| Midwest | 10 | 3 |
| Northeast | 1 | 0 |
| North | 7 | 0 |
| Total | 51 | 34 |
85 | ||
Diversity
GRI G4-HR2
Respect for diversity is contemplated in the inpEV Code of Conduct. inpEV does not admit discrimination of any nature whatsoever, whether by race, religion, age, gender, political conviction, nationality, marital status, sexual orientation, physical condition, etc. In any of the internal processes, such as recruitment, selection, promotion, performance evaluation, and training, among others, professionals must be evaluated solely by their conditions to meet and adjust to the role’s expectations.
Achievements
in 2017
The change of the administrative headquarters, which took place in march (see pg. 11), has brought about the advantage of optimizing areas and promoting better integration among staff, who now share the same space.
Another important action was the internalization of payroll, previously outsourced. In 2017, the HCM was implemented, an ERP Totus management software module used by the Institute.
Another highlight of the year was the implementation, in partnership with the Operations area of a project to improve HR management in receiving units managed by dealer associations or cooperatives. Educational material with priority topics was developed for this purpose, including vacation, timetable, equipment supply management, among others. The demand for this initiative was great, due to the complexity of the topic. The professionals in charge were made aware of the project in meetings held with the units throughout 2017. This is an example of how inpEV acts in disseminating and sharing good practices with receiving units of the System that are not under its management.
Jadilson Bezerra da Silva, operator at the Rondonópolis, MT, central unit. Maintaining a good working environment, adequate facilities and quality equipment is a constant concern at inpEV.
When employees join inpEV, the concern the Institute has in maintaining a good working environment is noticeable, with adequate facilities and quality equipment. The Institute provides health and dental plans and encourages physical activities. At the headquarters, it also holds quality of life initiatives, such as calisthenics and fruit distribution in the office.
Safety in operations is also always in focus with the intent of reducing the number of incidents. The risks during receiving activities have been identified as well as the location in which they occur at each unit, which allows for preventive actions. An example was the replacement of old knives of the deburring tool, used to remove the labels from packaging, which are safer and more efficient. All SCL units are already using this instrument.
To extend this outlook on operations in 2017, the Safety Coordinator role was created, which is adding expertise to management. The purpose is to increase attention on this topic in the directly managed units and provide guidelines to all other units to adopt best practices in this sense.
| Health and safety indicators | 2015 | 2016 | 2017 | ||||||
Male | Female | Total | Male | Female | Total | Male | Female | Total | |
| Number of injuries | 2 | 0 | 2 | 1 | 0 | 1 | 2 | 0 | 2 |
| Injury rate | 25.79 | 0 | 15.29 | 3.79 | 0 | 3.79 | 22.50 | 0.00 | 12.20 |
| Number of occupational illnesses | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 |
| Occupational illnesses rate | 0 | 0 | 0 | 0 | 0 | 0 | 0.00 | 0.00 | 0.00 |
| Number of days lost | 22 | 6 | 28 | 150 | 22 | 172 | 10 | 0 | 10 |
| Lost days rate | 286.66 | 112.71 | 214.08 | 569.18 | 83.33 | 652.51 | 112.50 | 0.00 | 61.20 |
| Absenteeism number | 27 | 7 | 34 | 12 | 9 | 21 | 0 | 0 | 0 |
| Absenteeism rate | 2,826 | 1,052 | 2,104 | 45.45 | 34.09 | 79.54 | 0.00 | 0.00 | 0.00 |
| Total deaths | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 |
Note: the rates are calculated according to the registry system of the International Labor Organization (ILO): number of injuries/illnesses/days/hours lost per MHW (man hours worked, including overtime hours) x 1,000,000.
To train and develop the inpEV professionals is a way of keeping them prepared for challenges and retain talents. In 2017, around 1.2 million hours of training were given to the headquarters staff, an average of 15.34 hours per employee (considering only direct employees). In 2016, this average was 31.7 hours. On the other hand, employees at the directly managed receiving units (45) underwent 627 hours of training, or 13.93 hours on average per collaborator.
All inpEV staff members are submitted to performance evaluation. Employment contracts are tied to variable income aligned to the strategic objectives of the Institute. Receiving units operators managed by inpEV also receive a bonus in accordance with the goals of each unit.
| Average hours of training at the inpEV headquarters, by functional category | |||
| Functional category |
Number of employees
|
Number of hours
|
Average hours
|
| Directors |
1
|
4.00
|
4.00
|
| Managers |
7
|
43.50
|
6.21
|
| Coordination |
17
|
136.50
|
8.03
|
| Supervisor |
6
|
14.00
|
2.33
|
| Administrative |
17
|
540.00
|
31.76
|
| Operational |
23
|
12.00
|
0.52
|
| Apprentices |
3
|
360.00
|
120.00
|
| Intern |
2
|
55.50
|
27.75
|
| Total |
76
|
1,165.50
|
15.34
|
| Average hours of training at the inpEV headquarters, by gender | |||
| Gender |
Number of employees
|
Number of hours
|
Average hours of training
|
| Male |
48
|
423.50
|
8.82
|
| Female |
28
|
742.00
|
26.50
|
| Total |
76
|
1,165.50
|
15.34
|
| Average hours of training at the inpEV receiving units, by functional category | ||||
| inpEV receiving unit |
Functional category
|
Number of employees
|
Number of hours
|
Average hours of training
|
| Alto Parnaíba |
Operational
|
2
|
10.00
|
5.00
|
|
Supervisor
|
1
|
6.00
|
6.00
|
|
| Uruçuí |
Operational
|
5
|
9.00
|
1.80
|
|
Administrative
|
1
|
9.00
|
9.00
|
|
| Boa Vista |
Operational
|
6
|
27.00
|
4.50
|
|
Operational leader
|
1
|
27.00
|
27.00
|
|
|
Supervisor
|
1
|
0.00
|
0.00
|
|
|
Janitor
|
1
|
12.00
|
12.00
|
|
| Taubaté |
Operational
|
1
|
32.00
|
32.00
|
|
Supervisor
|
2
|
26.00
|
13.00
|
|
|
Administrative
|
2
|
195.30
|
97.65
|
|
| Rondonópolis |
Operational
|
5
|
38.20
|
7.64
|
|
Operational leader
|
1
|
45.10
|
45.10
|
|
|
Supervisor
|
1
|
13.10
|
13.10
|
|
|
Administrative
|
1
|
21.10
|
21.10
|
|
|
Apprentices
|
1
|
13.10
|
13.10
|
|
|
Janitor
|
1
|
12.10
|
12.10
|
|
| Unaí |
Operational
|
7
|
43.00
|
6.14
|
|
Operational leader
|
2
|
39.00
|
19.50
|
|
|
Supervisor
|
1
|
10.00
|
10.00
|
|
|
Analyst
|
1
|
32.00
|
32.00
|
|
|
Janitor
|
1
|
7.00
|
7.00
|
|
| Total |
45
|
627,00
|
13.93
|
|
| Average hours of training at the inpEV receiving units, by gender | |||
| Gender |
Number of employees
|
Number of hours
|
Average hours of training
|
| Male |
36
|
430.80
|
11.97
|
| Female |
9
|
196.20
|
21.80
|
| Total |
45
|
627
|
13.93
|
Note: starting with the 2017 sustainability report, the reporting of training hours at receiving units managed by inpEV will be done separately from the reporting of training hours at headquarters, since there are differences in objectives and in frequency.
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