ENCOURAGING CAREER ADVANCEMENT
Veracel adopts Management by Results (MBR) to assess and remunerate managers’ differentiated performance, aligning individuals’ goals and the organization’s strategic objectives. The rest of the workforce is offered Participation in Results (PR), an annual reward stemming from obtaining collective results, with their goals and criteria widely advertised in internal communication channels and sometimes face-to-face. Goals are agreed upon by the company and an employees’ committee, watched over by the trade unions.
The use of performance evaluations is integrated to the Individual Development Plan (PDI) for employees in the operations and administrative areas, put in place in 2014. In 2015 it covered 112 employees (83 from operations and 29 from administration). This evaluation tool enables consideration of behavior, skills and results arrived at. It is the basis for the structured feedback process and action consensus between each employee and his or her leader. PDI, which includes initiatives for training, is a part of the Performance Evaluation Process. In 2015, over 43 thousand hours were invested in training for employees, an average of 62 per capita. In 2016, the Maturity Evaluation System (SAM®) is to be put in use, a piece of software to assess maturity levels for performing tasks and employees’ behavior, based on methodology called “Leadership for Results”.
TRAINING FOR MANAGERS
Veracel continued with the Leadership DNA program that began in 2014 and is to continue until May 2016. Sixty-four managers have been taking part in this program, carried out in partnership with Dom Cabral Foundation. The objective is to create greater synergy among leaders, so as to improve the process of managing people. Meetings examine theoretical and practical aspects aimed at developing competencies, such as Orientation for Results, Development of People, Interpersonal Relationships and Teamwork, with emphasis on experiential and participative activities.
YOUNG APPRENTICE PROGRAM
Veracel runs the Young Apprentice Program which, in line with its Sustainability Model, is based on the principle that education is the basis of transformation and development. After the selection process, which takes place every other year, the young people do an 11-month theoretical course before putting what they have learned into practice in the company’s different areas. At the end of the program, apprentices may be hired, depending on their performance and the availability of vacancies.
In August 2015, 20 young people started practical activities in the course on Administrative and Industrial Routines. The apprentices are residents of Belmonte, Barrolândia (a district of Belmonte) and Eunápolis, and they were selected out of over 700 applicants.