With the goal of achieving greater efficiency in all its processes, people management has focused on the areas of Health and Safety and training in 2015. With regard to benefits, improvements were made to the dental plan of the office professionals, which were also extended to the field staff.

inpEV ended 2015 with 63 professionals, of which 37 are male and 26 female, including four third-party workers. In addition to having staff located at the administrative headquarters in São Paulo City, at the regional operational coordination centers and at the central stations located in Rondonópolis (MT) and Taubaté (SP), the Human Resources area expanded its activities to the states of Maranhão, where the Alto Parnaíba central station was inaugurated, the third SCL managed directly by the institute. |GRI G4-9, G4-10, G4-23|

Consolidation of the Performance Evaluation and the Results Contract (AdCR) were the highlights for this year. This tool, which is an important indicator in the performance evaluation and composition of variable remuneration of collaborators, started to be applied to operators at the central stations managed by the institute, thus covering 100% of the staff. The AdCR, which was seen as a positive tool by the entire team, also became an instrument to guide training and qualification.

Employee profile per Region – 2015 |GRI G4-10|

Training

inpEV promoted 2,207 hours of training for its employees in 2015, 151 hours more than the previous year. More than 20 different types of training were offered, which increased the average training hours per professional from 32.6 to 34.5 hours. |GRI G4-LA9|

With regard to management practices, the course Leading Teams and Optimizing Results was given to the young leadership of the organization and the coordinators of inpEV. The Executive development program (pdE) also included employees of the Campo Limpo System.

Organized by the Dom Cabral Foundation, pdE consists of three modules in which the participants – two employees of inpEV and two of SCL – develop a project applied to the business model.

Central station manager formation program

Upon completing two years, the inpEV program to standardize management at the System’s central stations focused on practical activities in 2015. The topics were the budget, cash flow and safety.

Trained to prepare budgets and manage the cash flow, the managers of the central stations have developed a standard budget model. The institute believes that the financial results of this initiative will be perceived in 2016, once the program starts focusing on Human Resources training using talent retention and contracting tools.

Work safety

In the area of safety, several management training actions have been developed regarding control tools, thus making this formation constant, since the central stations inform their indicators on a monthly basis. For upcoming years inpEV intends to extend such indicator control to the outposts as well.

The Weekly Safety dialogs (DSS) that take place every Monday at the central stations have been consolidated as well as the Bi-weekly Safety dialogs at the inpEV headquarters and the adoption of safety practices and PPEs (Personal Protection Equipment) at 100% of the stations. Thus, inpEV believes to be perpetuating its safety culture within the SCL in order to maintain a level of excellence when compared to the International Labor Organization (ILO) standards.

1 inpEV started to report this indicator in 2015 due to the relevance of the topic.
2 ILO recording system: number of injuries /MHW (man hours worked including overtime hours) x 1,000,000
3 ILO recording system: number of diseases/MHW (man hours worked including overtime hours) x 1,000,000
4 ILO recording system: number of days//MHW (man hours worked including overtime hours) x 1,000,000
5 ILO recording system: number of lost hours/MHW (man hours worked including overtime hours) x 1,000,000

More Health

Once the goal of providing tools that promote the wellbeing and quality of life to the inpEV collaborators was achieved by developing a culture focused on health and prevention throughout the team, the More Health program was converted into a process in 2015, two years after its creation.

Along the year collaborators had the opportunity to consult three times with a nutritionist. Starting in 2016 this appointment will be done annually together with the periodical exams, at which time they will do the nutritional check-up and the routine occupational medicine exams.

The program also includes the distribution of fruit and workplace exercise twice a week at the Sao Paulo office. In addition, the practice of physical activities is encouraged among employees.

More Health (%)

The results of the biochemical exams of the participants proves the health benefits.