APC 2014 Annual Report Download - page 105

SUSTAINABLE DEVELOPMENT
METHODOLOGY AND AUDIT OF INDICATORS
Three major ethical stock market indices choose
generate the Employee Engagement Index (EEI). The EEI is a
Schneider Electric
standard international index.
Employees are surveyed twice a year. All employees are surveyed
The indicator measures the presence of Schneider Electric in the (fixed-term contracts –including work/study participants– and
following three ethical stock market indices: permanent contracts). Employees are surveyed via email, for those
the Dow Jones Sustainability Index (DJSI) World;
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who have a professional mailbox, or via kiosks installed in the
the Dow Jones Sustainability Index (DJSI) Europe;
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plants for the survey (or access to an IT room), for the other
employees.
and, since 2013, the CDP (Climate Disclosure Leadership Index
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or Climate Performance Leadership Index), replacing the At the beginning of 2014, the target for this indicator was lowered
Advanced Sustainable Performance Index (ASPI) Eurozone, from 70% to 63% for two main reasons: benchmark with respect
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which was no longer published in 2013. to competitors (the industry average was 53% in 2013 and 56% in
This indicator was audited by Ernst&Young. 2014 – Source: Aon Hewitt – or respectively 10points and 7points
lower than the new target) and lack of an internal benchmark when
300 sites recognized as «Coolsites»
the indicator was set in late 2011.
This indicator was audited by Ernst&Young.
Schneider Electric wants to create motivating work environments
for its employees, environments that are not only safe and
30% women in our talent pool (~2,500people)
effective, but that are also based on reflection on the values of
Schneider Electric. The talent pool consists of: Key Position Potentials, Key Position
The «great place to work» program of the Connect company Holders (n-1 of the Executive Committee), Exceptional Potentials,
program defines the criteria for Cool Sites: Potentials, and Key Experts. The indicator, and therefore the goal
of increasing the proportion of women, excludes Key Experts. In
as in a village, we gather around activities and events to
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2014, the talent pool categories changed to focus on the Key
celebrate and interact beyond simple business; Position Potentials and Key Position Holders. To calculate the
develop services relating to everyday life for our employees;
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barometer indicator at the end of 2014, with respect to the
test the solutions and products we sell in order to better
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Exceptional Potentials and the Potentials, those selected in 2013
understand what we are all working towards. and still with the Company at the end of 2014 were counted. The
result of the indicator, therefore, diminished.
The process starts with a self-assessment and a survey of the
residents, based on pre-defined criteria. The Country President The selection of talent is made through the talent review process at
commits and validates the Cool Site. The indicator records the Group level.
number of sites recognized as Cool Sites during the period of the This indicator was audited by Ernst&Young.
program (2012-2014).
One day of training for each employee every year
This indicator was audited by Ernst&Young.
30% reduction in the «Medical Incident Rate» (MIR)
The indicator measures the percentage of employees who received
at least one training day during the year, the equivalent of seven
The Medical Incident Rate (MIR) is the number of work incidents hours in total.
requiring medical treatment permillion hours worked. Incidents All permanent employees, white collar and blue collar, who are
may or may not have resulted in a day off. Medical treatment does entered into our HR information system are included in the
not include first aid. indicator. Subcontractors, fixed-term contract employees, trainees
All incidents reported on Schneider Electric sites are counted and apprentices are excluded. Individual new arrivals are not
(including therefore incidents affecting subcontractors on site and counted; new acquisitions are excluded (they are counted
temporary workers). All Schneider Electric sites are taken into 12months after being incorporated into our HR information
account. Medical incidents do not include: visits to a physician or system).
other licensed health care professional solely for observation or This includes all training activities: in person, individual or collective,
counseling; the conduct of diagnostic procedures, such as x-rays tutored, e-learning, webinars, internal and external; all areas of
and blood tests, including the administration of prescription training: Products, Management, Languages, Office, Security,
medications used solely for diagnostic purposes (e.g. eye drops to Legal and Regulatory training,etc.; excluded from the count are:
dilate pupils); or first aid. training that does not have a formal trainer, with no written learning
This indicator was audited by Ernst&Young. objectives or notices and time spent on social media.
63% of the result of our «Employee Engagement
In 2013, the indicator covered North America, China and France;
by the end of 2014, it covered the entire Group.
Index»
This indicator was audited by Ernst&Young.
During the One Voice satisfaction surveys, Schneider Electric
employees are asked a series of questions; six of them are used to
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2014 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC