APC 2013 Annual Report Download - page 86

2SUSTAINABLE DEVELOPMENT
COMMITTED TO AND ON BEHALF OF EMPLOYEES
Managers are also involved in this process: over 2,500 managers
Employer Branding
(with more than 20 people in their team and more than 10
Our employer value proposition
respondents) receive a customized report. Following
communication of the results, they have to organize feedback
sessions with their team in order to foster dialogue and build As the Group evolves, so does its Employer Value Proposition.
relevant action plans. Making the emotional connection as to “Why Schneider Electric?”
is fundamental in the ability to not only attract the best talent and
A key performance indicator for the Group is the Employee be an “employer of choice”, but also making that resonate with
Engagement Index, which is also registered in the Planet & Society employees as a form of encouragement, motivation and
Barometer. This Index enables Schneider Electric to compare itself inspiration. Employees understand that through their endeavors
with the best employers in the industry and the best employers in personal success will be achieved and careers enhanced.
key regions of the world. In2013, the Employee Engagement Articulating this through promoting Schneider Electric's culture of
Index at Group level is 60%, above the industry average (53% - innovation, international reach and credentials in energy
source: Aon Hewitt). A new target has been set from 2014 for this management, allied to personal empowerment, are at the centre of
indicator: 63% instead of 70% at end-2014. With 63%, the Group the approach. An ongoing program of work is underway to reflect
gives itself the challenge to be 10 points above its industry this in our employer branding activity.
average. For this type of indicator that measures the engagement
of employees, every point is a stake. For the record, the Group
Flagship program: Go green in the City
started the measurement of this indicator in 2012 at 55%.
Launched in2011 by Schneider Electric, Go Green in the City is an
More importantly, Schneider Electric looks very closely at the annual international business case challenge for university business
percentage of employees who are made aware of an action plan and engineering students around the world to find innovative
after the survey. Our objective, end of 2014, is to have at least solutionsfor energy management. It is now established as a global
80% of our employees aware of actions. In 2013, the result was initiative to attract female graduates for internship and/or ongoing
73% (compared to 68% at end of 2012). talent fulfillment objectives. In 2013 the competition expanded its
Flagship program: Cool Sites
scope by opening its gates to students in 19 strategic countries –
Brazil, Russia, India, China, France, USA, Germany, Turkey,
The Group is making a positive impact on employees with its Cool Poland, Taiwan, Thailand, Indonesia, Malaysia, the Philippines,
Sites program which helps the Group’s offices develop workplaces Korea, Vietnam, Singapore, Canada and Mexico; and in more than
(sites) that are attractive, inspiring, and energizing for employees. 90target schools.
Supported under the “Connect People”, “Engaging Workplace” Candidates were asked to present a case study on the subject of
program, ‘Cool Sites’ aims to enhance wellbeing and better efficient energy solutions in the cities. In pairs with at least one
collaboration, enable employees to experience the Group’s woman, students proposed viable solutions for energy
solutions and products, and give each Group site its own management in five key areas of a city: residential, universities,
distinctive feel. ‘Cool Site’ certification is relaunched each year to trade, water and hospitals. The best proposals reconciled the
ensure the sustainable quality of the program. increased demand for energy, social progress and environmental
A first measure of the number of Cool Sites was done at end protection.
of2012: the Cool Sites target of 60sites (representing
Partnerships with universities
20,500employees) has been exceeded, with 82sites in
25countries representing a headcount of 33,600employees Since 2011, multiple partnerships have been set up with the
having successfully achieved ‘Cool Site’ certification. This indicator world’s largest universities, including Moscow Power Engineering
has been included in the Planet&Society Barometer, with the first University, Cairo University, INSEAD, HEC, ParisTech, Supelec,
measures published and audited from2013. The program has BMS College of Engineering (Bangalore), Shanghai JiaoTong
since gone on to reach over 78,000 employees working on 224 University, Peking TsingHua University, University of Toronto,
sites in 50 countries around the world. University of California Berkeley and Northwestern University
By the end of 2014, the Group aims to impact a minimum of 80% Kellogg. In 2012, more joint effort with global target schools were
of its global workforce. This means approximately 100,000+people made, business and HR leaders were actively involved in students
on 300+sites within 60 countries. visits, campus promotion was done in the area of energy
management.
84 2013 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC