APC 2002 Annual Report Download - page 49

Business review
48
NEW2004 objective: Survey 100% of employees
every two years.
Our principles of responsibility
for a New Electric World
Through the company program NEW2004, the Company
clearly affirms its desire to reinforce its responsibility to the
community. It adopted principles of responsibility in 2002 to
guide each person in their decisions and actions regarding
other company stakeholders: employees, customers and
suppliers, shareholders, the community and the environment.
- 600 employees, representing all nationalities
and management levels, helped develop Our Principles
of Responsibility.
- Each manager is responsible for implementing them,
promoting them, giving them substance and enhancing
them locally.
- Each Company employee employee can make their own
contribution.
- Newly hired employees employees undertake contractually
to respect them.
- The Sustainable Development Committee is responsible
for advancing these principles to take into consideration the
actual situations in the field.
An initiative that is an integral part of the company
program
a. Sustainable development challenges
in the company program
Sustainable development is one of the challenges in the
company program: “Develop corporate community
responsibility.”
The approach is pragmatic, measuring progress against global
target indicators by late 2004 and sector-specific indicators,
some of the more illustrative of which are shown below:
• In 2002, we have:
- defined Our Principles of Responsibility and related
implementation commitments;
- created a campaign to highlight local community
organization commitments on behalf of youth integration
in order to increase, qualify and make these commitments
commonplace;
- initiated a supplier awareness-raising and commitment
approach through contracts. As part of this initiative,
the General Terms of Purchase document of Schneider
Electric Industries SAS was amended.
b. Dedicated resources
The sustainable development department was formed at the
beginning of 2002. It relies on the skills of existing teams
(human resources, finance, environment, products, markets,
purchasing, sales, Foundation, etc.). Its role consists in
assisting general management in defining and implementing
commitments, coordinating development work and initiating,
promoting and tracking Schneider Electric initiatives. It is also
responsible for relations with all stakeholders including, in
particular for 2002, raising awareness of and circulating the
process among employees worldwide, as well as relations
with involved parties (NGOs, rating agencies, students, etc.).
c. The social challenge: employability, equality and health
Our company’s broad-based concern for equality expressed
itself primarily through the promotion of two indicators
centered on human resource management and social
responsibility.
NEW2004 objective: Introduce a variable salary
component linked to both local and global company
results for 100% of employees.
Performance
as a %
17,8%
52,5%
2001 Objective
2004
100%
2002
Performance
as a %
33%
43,7%
2001 Objective
2004
100%
2002