[G4-DMA]
Respect for the human being and recognition of employees’ work results are fundamental guidelines in Itaipu. And as the company aims to achieve the best operating performance in the world by the year 2020, the effective management of people, their skills and experiences is one of the priorities of the organization, formalized in the Sustainability Policy and three Strategic Objectives (they are: “Develop in people the essential knowledge and skills for the implementation of corporate strategy”; “Foster an organizational culture focused on process efficiency and results”; and “Maintain the human capital with a high level of motivation, commitment and performance”).
Although the Treaty does not provide for selection methods for employee admission, since 2005 the company carries out selection processes to universalize entry into the company. There were 10,395 candidates to fill 21 vacancies in the process carried out in 2015. The new employees participate in the Integration Program for New Employees. Since the first edition was organized in 2006, more than half of the Brazilian personnel (803 employees) attended the program.
Most of the management positions are occupied by career employees, and directors and officers are appointed by the Federal Government. The Treaty allows the assignment and request of employees and civil servants from other public bodies.
Employment contracts are governed by international protocol, signed by the governments of both countries, and obey the existing national legislation and provisions negotiated with the unions.
In 2015 employees were asked to participate effectively in the tactical and operational review of the Business Plan, to contribute directly to the improvement of management. The working groups analyzed the current situation and helped setting the initiatives necessary for making the desired scenario for 2020.
Another way to appreciate the good ideas of employees and foster the development of an innovative and creative organizational environment is the Eureka! Award. The initiative began in 2010, in the Corporate Security area, and has been expanded to the Administrative Board and, in 2015, the directors approved the binational edition, allowing the participation of employees (except those who exercise managerial positions) of three boards: General, Legal and Coordination. In five editions 119 proposals were presented and the winning proposals were implemented. The award will be extended to all departments by 2017.
The HR mission is “to promote the professional development and well-being of people for the realization of Itaipu strategy and its vision of the future”. The main way to monitor performance is through the general favorability index of organizational climate survey, conducted every two years. The edition planned for 2015 had the goal of reaching 76% favorability, but was not held. The latest survey took place in 2013 and found that 74.9% of respondents were satisfied, exceeding the target by 74%. The goal for 2016 is to reach 78% of favorability.
100%of employees (excluding members of Supervisory Board and Board of Directors) are covered by the Collective Labor Agreement (ACT) signed between Itaipu and four unions. Itaipu tells unions of all their official acts for the organization’s staff.
[G4-11]
- Clauses 57 and 73 of the current ACT provide that significant changes or important decisions (such as those that refer to position and compensation plans) must be communicated with at least four weeks in advance. And, although there is no time limit for the implementation of decisions, depending on the nature and impact, the period is one of the requirements that must be included in the list of measures to be taken. [G4-LA4]
- During the term of the Agreement regular meetings are held with the unions to discuss the ACT monitoring in accordance with clause 29. Employees who act as representatives are released from their work activities to exercise their trade union functions. In 2015 four meetings were held for clarifications and negotiations. [G4-DMA]
The benefits are available to all employees (full-time and part-time), regardless of the type of contract, including directors and ordered employees of other federal agencies. The benefit list is stipulated in the Collective Bargaining Agreement and any change is discussed with the unions, either on the base date or in regular meetings during the year.
They are: life insurance; health plan; pension fund; food aid; education aid; childcare assistance; infirmity aid; dental care; funeral assistance; maternity leave (extension); paternity leave (extension); breastfeeding license; family wage; release for final exam; and school transportation reimbursement for children with disabilities.
