APC 2014 Annual Report Download - page 82

2SUSTAINABLE DEVELOPMENT
COMMITTED TO AND ON BEHALF OF EMPLOYEES
Employees are asked to fill out a short questionnaire evaluating in 60countries representing a headcount of close to
their engagement, 6 drivers and their willingness to recommend 110,000employees having successfully achieved ‘Cool Site’
Schneider Electric as a model employer. This process helps the certification. This indicator has been included in the
Group identify key avenues for improving major employee Planet&Society Barometer 2012-2014.
engagement factors.
Employer Branding
Analyzed by country and by unit, the survey results help to steadily
improve employees’ commitment to processes and projects, the
proper execution of which is crucial to both successfully
Our employer value proposition
implementing the Group’s strategy and satisfying its customers.
Our Employer Value Proposition continues to evolve in step with
Managers are also involved in this process: over 2,500 managers the business as a whole. Making the emotional connection as to
(with more than 20 people in their team and more than 10 «Why Schneider Electric?» is fundamental in the ability to not only
respondents) receive a customized report. Following attract the best talent and be an «employer of choice», but also to
communication of the results, they have to organize feedback make that feel real with employees as a form of encouragement,
sessions with their team in order to foster dialogue and build motivation and inspiration. Articulating this through promoting
relevant action plans. Schneider Electric’s culture of innovation, international reach and
A key performance indicator for the Group is the Employee
credentials in energy management, allied to personal
Engagement Index, which is also registered in the Planet & Society
empowerment, are at the centre of the approach.
Barometer. This Index enables Schneider Electric to compare itself
As this is core to our ability to attract and retain top talent a
with the best employers in the industry and the best employers in
substantial project is underway to ensure our employer brand
key regions of the world. In2014, the Employee Engagement Index
continues to be true, authentic and resonates effectively with key
at Group level is 61%, above the industry average (56% – source:
audiences.
Aon Hewitt). For this type of indicator that measures the
engagement of employees, every point is a stake. For the record,
Flagship program: Go green in the City
the Group started the measurement of this indicator in 2012 at 55%.
More importantly, Schneider Electric looks very closely at the Launched in2011 by Schneider Electric, Go Green in the City is an
percentage of employees who are made aware of an action plan annual international business case challenge for university business
after the survey. In 2014, the result was 77% (compared to 68% in and engineering students around the world to find innovative
2012 and 73% in 2013). solutionsfor energy management. It is now established as a global
initiative to attract female graduates for internship and/or ongoing
Flagship program: Cool Sites
talent fulfillment objectives. In 2014 the competition expanded its
scope to become a truly global competition by opening its gates to
Employee welfare is boosted via the ‘Cool Sites program’ to students in all countries around the world.
promote engaging workplaces (offices, factories, R&D centers, Candidates were asked to present a case study on the subject of
hubs, etc.), which are attractive, inspiring, energizing and efficient energy solutions in the cities. In pairs with at least one
distinctive via those small attentions that make a huge difference to woman, students proposed viable solutions for energy
our employees’ quotidian work life. This program is equally an management in five key areas of a city: residential, universities,
important driver to develop the ENPS, collaboration, and our Care trade, water and hospitals. The best proposals reconciled the
and Connect values. It is also a key element to attract and retain increased demand for energy, social progress and environmental
talent at all levels, and in all cultures around the world. The Cool protection.
Sites program is creating an environment that fosters innovation, a
deeper understanding of how our products and solutions bring
Flagship program: Marco Polo
value to our own sites, and strengthen our partnership with our
local communities. Launched in2001, Marco Polo is an internal recruitment and
The Cool Site certification is relaunched each year to ensure the
development program to engage high potential employees in
sustainable quality of the program. The program now has a proven
overseas missions. This unique program allows to prepare a future
positive and sustainable impact on the engagement and satisfaction
generation of leaders for Schneider Electric, while considering
scores: Engagement index of Cool Sites in 2nd year: +8pts (vs
present business needs and anticipating future conditions. Since
+1pt for Non Cool Sites), ENPS of Cool Sites in 2nd year: +17pts
the inception of the program, the Group has actualized over 850
(vs -1pt for Non Cool Sites), One Voice Action Plan Awareness of
junior profiles from 70 different nationalities for truly diverse
Cool Sites in 2nd year: +13pts (vs 0pt for Non Cool Sites).
assignments in 56 different countries.
In 2014, the Cool Sites target of 300sites (representing a minimum
of 80% of its global workforce) has been exceeded, with 355sites
80 2014 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC