APC 2015 Annual Report Download - page 108

2015 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC106
SUSTAINABLE DEVELOPMENT
2METHODOLOGY AND AUDIT OFINDICATORS
x5 turnover of Access to Energy program to promote
development for underprivileged people
This indicator tracks the growth rate of the Access to Energy
program’s annual turnover, based on the actual 2014 turnover.
It covers the sales in Africa, Asia and South America of all products
and solutions which contribute to providing access to modern
energy for populations living in rural and peri-urban areas: individual
lighting, individual and collective electrifi cations, energy services and
training equipments and training contracts. Sales are aggregated
every quarter based on invoicing data from operational entities.
This indicator was audited by Ernst & Young.
100% of our recommended suppliers embrace ISO
26000 guidelines
The objective is to motivate «recommended» Group suppliers to
roll out and monitor improvement plans conforming to ISO26000.
An assessment of recommended suppliers is carried out by a third
party. Suppliers whose assessments are too low are not considered
embracing ISO 26000. The assessments are monitored during
business reviews with the Schneider Electric buyers, with a view to
continuous improvement according to the guidelines of ISO26000.
The list of recommended suppliers to take into account for the year
is fi xed at the beginning of the year. The number of recommended
suppliers assessed during the year is set at January31 of year n+1
in order to take into account the assessments still in progress on
December 31 of year n.
Sustainable development has become one of the seven pillars used
to measure supplier performance since2011, allowing the highest-
performing suppliers to become «recommended» suppliers.
This indicator was audited by Ernst&Young.
All our entities pass our internal Ethics
&Responsibility assessment
The calculation is based on an annual internal survey performed
by the entities. It consists in ten self-assessment questions, two
of which are not applicable to all entities (the internal control team
determines which sites are concerned with the HR and supplier-
related internal control questions). Entities are considered passing
the test if they have at least 80% positive answers among applicable
questions. Entities have to provide supporting documents for all
positive answers, and the internal control team then performs an
audit for 5 to 10% of entities. The results are published at the end
of Q3, and entities have the opportunity to take action in order to
improve their score before the publication of the results at the end
of Q4.
This indicator was audited by Ernst&Young.
30% reduction in the Medical Incident Rate (MIR)
The Medical Incident Rate (MIR) is the number of work incidents
requiring medical treatment per million hours worked (i.e average
hours of 500 employees working for one calendar year), including
injuries and occupational illnesses. Incidents may or may not have
resulted in a day off.
All incidents reported on Schneider Electric sites are counted
(including therefore incidents affecting subcontractors on site and
temporary workers). All Schneider Electric sites are taken into
account. Medical incidents do not include: visits to a physician
or other licensed health care professional solely for observation
or counseling; the conduct of diagnostic procedures, such as
x-rays and blood tests, including the administration of prescription
medications used solely for diagnostic purposes (e.g. eye drops to
dilate pupils); or fi rst aid.
The focus of the Medical Incident Rate (MIR) is on the identifi cation
and evaluation of workplace hazards. The resulting corrective actions
assist in the elimination of recurring incidents and the prevention of
injury. The Group has used the MIR as a key performance indicator
on a global basis since2010 with a target to reduce it by 10% year
over year.
This indicator was audited by Ernst & Young.
One day training for every employee every year
The indicator measures the percentage of employees who received
at least one training day during the year, the equivalent of seven
hours in total.
All permanent employees, white collar and blue collar, who are
entered into our HR Training information system are included in the
indicator. Subcontractors, fi xed-term contract employees, trainees,
apprentices and employees close to leaving the company (e.g. pre-
retirement) or employees who have left the company permanently or
temporarily during the past 12 months are excluded. Individual new
arrivals are counted after three months in the company since end of
2015; new acquisitions are excluded (they are counted 12months
after being incorporated into our HR information system).
This includes all training activities: in person, individual or collective,
tutored, e-learning, webinars, internal and external; all areas of
training: products, management, languages, offi ce, security,
legal and regulatory training, etc.; excluded from the count are:
training that does not have a formal trainer, with no written learning
objectives or notices and time spent on social media.
This indicator was audited by Ernst&Young.