HUMAN RESOURCES
Marked by significant productivity records, the operating results achieved by Santos Brasil in 2011 are a consequence of intensive work in personnel management with measures to attract, select, contract, train and retain good professionals. The Company closed out the year with 3,568 employees.PERMANENT STAFF
BY GENDER |
BY AGE GROUP
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BY LEVEL OF SCHOOLING
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REMUNERATION & BENEFITS
Employee remuneration is composed of a fixed and another variable amount (based on individual and team objectives and goals), in addition to a benefits package defined by class agreement (lunch voucher, food vouchers, public transport voucher, daycare benefit, child-minder benefit and life insurance).
The Company also offers other benefits spontaneously: pension plan (with monthly contributions added to those of employees of up to 2.5% of the wage amount), health and dental insurance plans, funeral benefit and personal and group accident insurance. In addition to this, the principle of wage equality is adopted for positions of the same pay grade, making no distinctions between men and women.
The wage policy includes remuneration compatible with the professional's level of development and the lowest pay grade employed by the Company in 2011 was 30% higher than the value of the local minimum wage. All permanent staff is covered by class negotiation agreements signed with the respective unions and in the event of organizational changes, employees are notified with a minimum 24-hour advance notice.
Santos Brasil also has a Profit Sharing Program and payment is tied to compliance with individual and team goals based on the EBITDA calculated in the profit and loss statements for each business unit. The maximum remuneration limit is 2.5 salaries and, in order to benefit employees with lower wages, a bonus is offered per pay grade. In 2011, R$13,938,000 was paid.
TRAINING & DEVELOPMENT
With the aim of its employees' vocational improvement, Santos Brasil runs training and qualification actions, qualifying individuals to perform their activities and preparing them to undertake new positions.
In 2011, the development and training process was intensified with more than 232 thousand hours of training sessions – a 183% increase in relation to 2010 (82,000 hours). Investments have grown at the same rate. In total, R$2.14 million were allocated in 2011, an amount 65% higher than that invested in 2010 (R$1.3 million).
Focusing on the teams' technical and operational capacity and on leadership development, the training sessions promoted during the year had the participation of 2,844 employees. The Company also encourages continued education, which might generate more development and growth opportunities in the career of its staff, such as the subsidy for language learning, which benefited 100 individuals in 2011.
One of the year's highlights was the structuring of the workforce planning process at Tecon Santos, that enabled a closer weekly control of terminal staff, ensuring more predictability and safety to the operations.
The Company also relies on a talent bank using training sessions for the functions of transporter assembly operator (trailer driver), RTG operator, empty stacker and quay crane operator. Throughout the year, 84 employees took part in training courses for these activities – of which, 48 have already been promoted to new positions.
| Operating Equipment | Qualified Personnel |
|---|---|
| Yard Crane RTG | 48 |
| Quay Crane | 24 |
| Double Hoist Quay Crane | 34 |
| Empty Stacker | 12 |
| Tractors | 189 |
| Transporter Assembly | 194 |
The Company maintains a Performance Evaluation Program, applied to 100% of its employees, which aligns the strategic aims of the business with the continuous improvement of the operating performance standards and the compliance with established goals associated with the Profit Sharing Program.
HOURS IN 2011.
TRAINING PROGRAMS
In addition to the initiatives directed at its employees, Santos Brasil also invests in the training of students and residents in the regions where its units are located, thus ensuring a trained and specialized workforce to work at its units. To do so, the Company maintains the following programs:- Internship – The Company offers two types of internship: technical level for the operations area and college level for port planning and operations. Of the 61 interns that took part in the 2011 program, 19 were hired.
- Young Apprentice – Available at Tecon Santos and at Santos Brasil Logística, with the participation of 40 interns in 2011. Of these, eight were hired.
- Trailer driver training – Developed at Santos Brasil Logística, with the participation of 25 individuals trained throughout the year.
- Maintenance technician training – Intended for students attending technical and technology courses, the program was launched in 2011 with the objective of training 20 interns (technical level) for maintenance, comprising both the mechanical and electrical areas.
- Training of ship planners – For eight months, 20 university students in their senior year are trained by the Company's operations managers to act initially as yard supervisor and subsequently as ship planners. The second edition of the program was held in 2011.
RECRUITMENT & SELECTION
According to its personnel management policy, Santos Brasil prioritizes in-house personnel for filling vacancies, which are only then opened up to candidates from the market. In addition to this, the Company prioritizes individuals from the regions where its units are located. During the year, 1,069 were hired to fulfill vacancies and new job opportunities.
One of the main tools for retaining talent at Santos Brasil is to provide employees with the possibility of professional growth. The high number of promotions, transfers and allocations is a thermometer of this work's importance. During the year, 645 employees were promoted, which represents almost 18% of the entire Santos Brasil team.
To have trained and specialized workforce is a constant challenge.
HEALTH & SAFETY
To ensure the physical integrity of its employees, Santos Brasil relies on an Occupational Safety Team that acts by disseminating a preventive culture with the aim of reducing the accidents and incidents levels in the business units.
The Company also supports the participation of employees in formal committees that help monitoring and advising on occupational health and safety programs. At the end of 2011, 92 employees took part in the so-called IAPCs (In-house Accident Prevention Committees).
| IAPC BREAKDOWN | |
| Business Unit | Number of Employees |
|---|---|
| Tecon Santos | 36 |
| Tecon Imbituba | 8 |
| Tecon Vila do Conde | 8 |
| Santos Brasil Logística | 40 |
To preserve its employees' health, the Occupational Health Examination program, which involved all clinical and laboratory follow-ups for a range of aspects of human health issues, was continued in 2011. The Company also relies on a Quality of Life Committee, whose actions are directed to preventive medicine and focus on activities associated with a healthy diet, labor gymnastics, nutrition, vaccination campaigns, etc. At Tecon Santos, the SSO attendance area (Operations Health Service) was renovated and equipped with air conditioning and new service and rest rooms, providing more comfort to employees.
EMPLOYEES WERE TRAINED IN 2011.
18%
OF EMPLOYEES PROMOTED.
CORPORATE COMMUNICATIONS
Maintaining good relations with all its public interest groups is one of Santos Brasil's goals. In order to identify the strengths and opportunities to improve corporate communications, with an emphasis on the brand's perception by its stakeholders, the Company carried out an extensive survey involving the participation of more than 800 individuals, including in-house and external groups in 2011.
Among the results obtained in this survey, one of the highlights was the perception of the brand's attributes by the various public groups surveyed, which confirm the Company's efforts to consolidate its reputation in the market, the respect with which it treats with customers and its concern with social and environmental issues.
After the analysis of the surveyed results, tactical and strategic action plans aimed at increasing the favorability and knowledge of the Company in several areas and aspects: commercial, customer relations, regional presence, relations with the community, etc., will also be implemented starting in 2012.
Santos Brasil also believes in an effective and comprehensive communication process and therefore it maintains its communication channels focused on employees in all business units: the Viva Voz magazine, Intranet and notice board.
In 2011, this media portfolio received an important boost, with the launch of the Corporate TV. The project is already in place in the Company head offices in São Paulo and in all units, totaling 20 monitors located at strategic points – reception, canteen and corridors – with corporate programming, special information and topics of interest specific to each locality.
Another innovation during the year was the launch of Santos Brasil on social networks, YouTube, Twitter and Facebook, enabling stronger relations with various public groups and better public knowledge of the Company and the sector. Santos Brasil's Facebook page, for example, contains information on the Company, news on port market and logistics, scenarios and perspectives for the sector, as well as topics of interest on the surrounding communities under the Company's areas of influence. Through this channel, projects on the areas of socio-environmental responsibility, corporate education and vocational capacitation and training, and in-house valorization actions such as campaigns, prizes, events, cultural and sports sponsorship, new business, investments, technological innovation, results, productivity records, etc., are also disclosed.
Motivated and trained professionals are the key to good results.