Itaipu adopts the management model by competences to foster the development of its employees. In order to do so, it uses the Skills Performance Management System (SGD), whose 2015 cycle began on September 1, 2014 and ended on August 31, 2015, involving 1,177 active employees. Employees are evaluated annually, except hose on probation, which undergo six-monthly evaluations via the New Employee Evaluation Program.

The educational programs for the development of technical, human and managerial skills in corporate and specific arrangements identified in SGD evaluation are made available by the Human Resources Development Division. Partnerships are also formalized with educational, research and technology institutions, and the company offers assistance to pay for courses outside the company.

Corporate educational activities are those aimed at all company’s employees, such as courses on management (processes, projects, risk, finance, contracts, people and conflicts), courses on negotiation, team development, interpersonal relationships, among others. As for specific courses, they aim to meet development needs and development of each company process/area. Among them there are the regulatory standards NR10 and NR33 for work at height, technical courses for the operation and maintenance of the plant, postgraduate and languages.

The Process-Oriented Management was the model approved in Itaipu to systematize the execution of the business strategy, along with Project Management. For this to happen, we need to develop skills and prepare people to work improving proactively and effectively processes in all areas of the company. In 2014, a group of 45 employees participated in a course that was closed in 2015 with the presentation of the results of the 11 projects implemented. Among them, we highlight the reduction of time in maintenance procedures and civil retirement from 46 to 28 days and reducing the number of steps in the budget drive process of the Technical Board, which previously took 11 days and is now completed in two hours.

Since 2005 the [+] Corporate Volunteer Program – Volunteer Force welcomes the desire of employees to exercise their citizenship, seeking to reconcile it to the demands of the community and the company’s strategic goals. Thus, the program encourages the development of individual and organizational skills of employees as their voluntary work is effective and transforming, generating wealth for society.

There are several modes of operation, which has mobilized more than 700 employees (almost half of the total number of Brazilian workers), as well as trainees, apprentices and family members. One of the main initiatives is the Project Database, which performs financial support for projects designed and executed by employees in favor of social institutions of Foz do Iguaçu and West Curitiba region. The tenth edition selected seven projects, which received up to R$ 30,000.00 for implementation.

No specific training for employees on this subject was carried out in 2015. Only workers of the safety area, 56 employees (36.36%) and 77 outsourced employees (41.4%) underwent the mandatory vigilante recycling course required to exercise the function, which contains the disciplines of Human Relations at Work and Human Rights, both with two-hour length. The annual variation in the participation in such training is due to the fact that the validity of recycling is two years.

With annual editions, the initiative aims to prepare participants for retirement through a seminar lasting three days. The first day is only for participating employees as it details the bureaucratic procedures on dismissal and inclusion in the group of members of [+] Itaipu-Brazil’s Foundation on Social Security (Fibra).

On the other days the program is open to participation of family members and includes lectures with topics that include financial, psychosocial and behavioral issues. Participation is voluntary, however, almost all employees who are near retirement join the program. In 2015, 57 employees and their spouses attended the program.

Itaipu has no control of the official retirement dates. The statistics presented below is based on the date of stay limit in the company, which includes the date on which the worker fills 100% of needs to supplement retirement in Fibra (which considers age, contribution time to the INSS, membership time in Fibra and time as an employee of the binational) as well as the release date chosen by the Permanent Voluntary Retirement Program.