APC 2013 Annual Report Download - page 109

SUSTAINABLE DEVELOPMENT
METHODOLOGY AND AUDIT OF INDICATORS
300 sites recognized as “Great place to work 30% of women in our talent pool (~2,500people)
– Coolsite”
The talent pool consists of: Key Position Potentials, Key Position
Schneider Electric wants to create motivating work environments Holders (n-1 of the Executive Committee), Exceptional Potentials,
for its employees, environments that are not only safe and Potentials, and Key Experts. The indicator, and therefore the goal
effective, but also that are based on reflection on the values of of increasing the proportion of women, excludes Key Experts. The
Schneider Electric. selection of talents is made through the people review process at
Group level.
The “A great place to work” of the Connect program business
defines the criteria for “Cool Sites”: This indicator was audited by Ernst&Young.
as in a village, we gather around activities and events to
l
One day of training per year per employee 2
celebrate and interact beyond simple business;
The indicator measures the percentage of employees who received
develop services relating to everyday life for our employees;
l
at least one training day during the year, the equivalent of seven
test the solutions and products we sell in order to better
l
hours in total.
understand what we are all working towards.
All permanent employees, white collar and blue collar, are included
The process starts with a self-assessment and a survey to the in the indicator. Subcontractors, fixed-term contract employees,
residents, based on pre-defined criteria. The Country President trainees and apprentices are excluded. Arrivals during the year are
commits and validate the Cool Site. accounted for in the following year.
This indicator was audited by Ernst&Young. This includes all training activities: in person, individual or collective,
30% reduction in the “Medical Incident Rate” (MIR)
tutored, e-learning, webinars, internal and external; all areas of
training: Products, Management, Languages, Office, Security,
The Medical Incident Rate (MIR) is the number of work incidents Legal and Regulatory training,etc.; excluded from the count are:
requiring medical treatment permillion hours worked. Incidents training that does not have a formal trainer, with no written learning
may or may not have resulted in a day off. Medical treatment does objectives or notices and time spent on social media.
not include first aid. In 2013, the indicator covers North America, China and France.
All incidents reported on Schneider Electric sites are counted This indicator was audited by Ernst&Young.
(including therefore incidents affecting subcontractors on site and
temporary workers). All Schneider Electric sites are taken into
30,000 people in the BoP trained in the energy
account. Medical incidents do not include: visits to a physician or
professions
other licenced health care professional solely for observation or
counceling; the conduct of diagnostic procedures, such as x-rays Through the deployment of professional training programs in
and blood tests, including the administration of prescription energy management dedicated to people at the Base of the
medications used solely for diagnostic purposes (e.g., eye drops to Pyramid, the objective is to enable these people to acquire skills
dilate pupils); or first aid. ensuring them to pursue a career that offers them, as well as their
families, the means for a decent life.
This indicator was audited by Ernst&Young.
In partnership with local and international NGOs, the Schneider
63% of the result of our “Employee Engagement
Electric Foundation and local entities of the company provide direct
Index”
or indirect contributions to professional training centers. The
objective is to help them improve the level of their courses:
During quarterly One Voice satisfaction surveys, Schneider Electric full-time training for a minimum of 3 months, evening courses
employees are asked a series of questions; six of them are used to totaling 100 hours, with diploma or certification, in energy
generate the Employee Engagement Index (EEI). The EEI is a management.
standard international index.
These courses must benefit to disadvantaged people, being noted
Employees are surveyed twice a year. All employees are surveyed that each partner must be able to justify the BoP nature of the
(fixed-term contracts –including work/study participants– and people trained, accordingly to the defined local benchmark.
permanent contracts). Employees are surveyed via email, for those
who have a professional mailbox, or via kiosks installed in the Contributions may be (cumulative possible): funding of electrical
plants for the survey (or an access to an IT room), for the other products and didactical equipment, knowledge transfer through
employees. trainers training, and a support to future entrepreneurs training. As
a technical partner, Schneider Electric does not pay long-term
This indicator was audited by Ernst&Young. operating expenses.
This indicator was audited by Ernst & Young.
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2013 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC