GC 2GC 3GC 4GC 5GC 6GC 7GC 8GC 9 Human capital is fundamental for the implementation of business strategy, and its importance is recognised by Eternit in various staff management initiatives. The efforts made in this regard have been recognised by the market: Eternit and its subsidiaries were listed among the top rankings in terms of staff management in 2012. At the end of the financial year, the Company had 3,130 direct and indirect employees, including 52 student trainees and 56 apprentices. Eternit prioritises the hiring of local labour, with 57% of its management body, including the Executive Board, consisting of employees from the surrounding communities. EC7 In 2012, 684 employees left the Company, resulting in a consolidated staff turnover rate of 58.07%. Analysed by gender, the turnover rate was 46.05% among men (588 leaving the Company) and 20.58% among women (96 leaving the Company). LA2 Eternit maintains an open-ended private pension plan scheme, duly authorised. The plan was set up with the main objective of providing a retirement supplement and pensions for employees and executives. Contributions are made by all employees and managers to a Free Benefit Generating Plan of the defined contribution type. Contributions are made by the group and the participants, following pre-established percentages, in accordance with progressive levels of contribution. For the financial year ending December 31, 2012 and 2011, the Company and its participants made the following contributions to the cost of the benefit plans, as shown in the table below.

Employees by region*   Eternit   Osasco (SP) 3 Colombo (PR) 368 Porto Alegre (RS) 0 Rio de Janeiro (RJ) 214 São Paulo (SP) 161 Simões Filho (BA) 236 Goiânia (GO) 303 Minaçu (GO) 0 Anápolis (GO) 148 SAMA   São Paulo (SP) 12 Minaçu (GO) 1,200 Tégula   Atibaia (SP) 238 Içara (SC) 63 Camaçari (BA) 41 Frederico Westphalen (RS) 42 Anápolis (GO) 56 São José do Rio Preto (SP) 45 Total 3,130 *It includes the outsourced staff.

total direct and indirect employees

LA1

Workers by type of contract*	Directly hired employees	Outsourced	Student trainees	Apprentices	Total
	2,391	629	55	55	3,130

* All directly hired employees and outsourced staff are employed on a full-time basis. The others work half days. All employees are hired for an indeterminate period.

Numbers leaving the Company by age group	2012		2011		2010
	Number	% rate	Number	% rate	Number	% rate
Up to the age of 25	233	28.32	290	53.29	170	62.11
26 to 30	168	16.81	177	23.57	90	27.49
31 to 40	173	17.56	204	23.22	110	22.57
41 to 50	84	8.51	69	8.59	34	7.89
Over 50	26	2.11	27	2.53	9	2.05

Number leaving the Company by region	2012		2011		2010
	Number	% rate	Number	% rate	Number	% rate
Colombo (PR)	138	9.85	144	10.33	0	11.05
Porto Alegre (RS)	0	0.00	1	0.07	94	0.00
Rio de Janeiro (RJ)	38	2.71	41	2.94	0	3.88
São Paulo (SP)	44	2.92	39	2.08	33	1.41
Simões Filho (BA)	43	2.93	40	2.87	13	1.76
Goiânia (GO)	25	2.03	38	2.73	15	3.41
Minaçu (GO)	49	8.37	72	0.93	29	0.93
Anápolis (GO)	42	2.93	20	1.43	56	0.94
Atibaia (SP)	138	9.85	215	81.88	8	80.78
Içara (SC)	26	2.04	15	76.37	78	50.36
Camaçari (BA)	41	5.16	50	109.37	6	124.34
Frederico Westphalen (RS)	30	75.67	29	92.69	30	75.67
Anápolis (GO)	19	105.26	51	106.88	19	105.26
São José do Rio Preto (SP)	38	0	12	0	-	0

Benefits

1. Eternit does not use temporary staff. Benefits are provided to 100% of employees.
2. At SAMA, all employees receive benefits, including temporary staff and those employed on a part-time basis.
3. Medical assistance is extended to former employees of Eternit and SAMA.
4. All the administrative area of São Paulo.

In 2012, 13 women and 72 men availed themselves of the benefit of maternity/paternity leave. Of these, only one employee of SAMA did not return after the end of his leave, because her baby was born in November, so she was still on maternity leave at the end of the year. All returning employees had remained with the Company 12 months after the end of their leave.

During the year, the units also carried out campaigns, programs and seminars on occupational health and safety. There were 31 projects at Eternit, 12 at Tégula and 8 at Precon focused at internal employees, families and outsourced staff. In addition to this, SAMA publishes a journal called Viva Bem on its intranet every month, on subjects covering tobacco addition, alcoholism, obesity, nutritional habits, the practice of sports, among other health-related matters. At Eternit and Precon the journal is published every two months.

Targets and performance

Performance targets linked to results are stipulated for all employees. Each area of the Company defines specific objectives for this purpose. The Executive Board and the Management also have individual performance targets to be met, that include quantitative as well as behavioural factors. The continuous evolution of all the employees at the Company, including those in positions of responsibility, is periodically evaluated, serving to provide information for the Company Career Plan.

At Eternit and at SAMA, 100% of all employees receive performance evaluation. While at Tégula, the directors, managers and supervisors, who are equivalent to 5% of the total workforce, receive a performance analysis on an annual basis.

Professional development

At the units of Eternit, the PLACAR program – the Career Plan of Eternit and Precon maps out and identifies employees for future positions within the Group, in a clear and transparent manner, enabling the employee himself to trace out his professional future within the company. This program is updated annually, and covers 100% of the employees at the plants of Eternit and Precon. In addition to mapping out his career at the Company, the employee can also trace out his or her individual performance plan, with assistance from his manager, and the human resources department. Eternit offers a training plan that is structured to meet the needs of current and future positions, generated and drawn up based on PLACAR, as well as providing assistance in the form of student and language course grants, providing a 50% subsidy for monthly fees.

At SAMA and Tégula, the identification of qualification aspects to be worked on by employees is carried out using Training Needs Assessment methodology, applied annually. At SAMA, employees themselves plan their own careers, with support provided by a series of corporate initiatives, such as the Taking Care of My Career, Student Trainee and Apprentice Programs. This concerned with individual development extends to families, with the Be-a-Bá do Emprego, and the transition to retirement, with Segundo Tempo. While Tégula supports the qualification of its employees through graduate, postgraduate and language course grants.

* The information above refers only to the unit in São Paulo. For the next few years, the company will be perfecting its controls so that they can include all the units and companies in the Eternit Group. For the year, total investment in training amounted to R$1,364,000.