Commitments and future challenges Sustainability at PRISA 105 Sustainability Report 2014 employee in Spain and almost 2 in Latin America. The ratio of training hours over annual average workforce is 7 hours / employee. In Spain and Portugal 90% of training hours have been allocated to Qualified Technical Personnel, 9% to Senior Management and 1% to Middle Management. In Latin America, 36% of training hours have been allocated to Technical Personnel, 29% Senior Management and 35% to Middle Management. With regards to the training in the areas of Human Rights, Information Security and Standards of Conduct / Ethics: one employee received training in Human Rights, and twenty in information security, and, in countries such as Brazil, all staff have received training in standards of conduct / ethics. The current job performance appraisal system is part of the annual variable compensation program, applicable across the company. It is a system of individual performance evaluation, whereby a performance appraisal of employees is carried out over a given period within the organization, based on a series of criteria depending on the functions of the job and the sector. Drawing on the best practices in operation in those business units that have greater experience and more sophisticated evaluation processes, in 2014 the Group plans to design and implement a new system that will allow it to better identify talent in the organization and foster the development of employees. The objectives pursued in its design and implementation are: ƒƒ Creating a common model that reflects levels of performance and results that are generally approved, endorsed and accepted throughout the organization, thereby aligning the overall objectives of the Company with the expectations of the employees. ƒƒ Encourage the involvement of employees in the appraisal process, and fostering their participation through self-evaluation and by creating appraisal commissions. ƒƒ Encourage formal internal communication between the various hierarchical levels, clarifying the profiles, responsibilities and requirements of personnel (job-person match) ƒƒ The percentage of employees who are evaluated annually is not the same for all Group companies. Depending on the specific business unit, a full 100% of the employees may be evaluated or else only those who have annual variable compensation as part of their remuneration plan. Commitment to our human capital Our Human Resources policy is a reflection of our conviction that our human capital is our best guarantee for meeting our commitments to society. We believe that: ƒƒ There is only one way to inform, educate and understand people, and that is through people. ƒƒ There is only one way to be world leaders in communication, and that is by developing leaders among our team members. ƒƒ There is only one way to be responsible in society, and that is by having independent and socially committed professionals. All the Group’s companies believe in strict respect for the basic labor rights as recognized by the International Labor Organization, especially in issues related to equality and non-discrimination on the basis of sex, ideology or beliefs as well respect for the labor laws of the country in which each company operates. All our staff are subject to collective labor agreements in each of their companies, except for senior management, whose conditions are governed by an individual and personal relationship with the Group. Above and beyond these collective labor agreements, the Group’s companies substantially improve conditions and thus provide our professionals with an attractive and competitive working environment. Staff enjoy total freedom to participate in trade unions and the Group fosters social dialogue for any internal debate that might improve the development of its businesses. Elaborating on this issue, it should be noted that labor relations within the Group are governed by the application of collective agreements at a sectoral level, at the level of groups of companies and at a Group level, and all these coexist harmoniously in establishing the best working conditions for all employees. At PRISA there is no risk factor that might jeopardize collective bargaining. Such bargaining is not only a constitutional right nor is it merely a procedure in labor law, but is also considered by the Group to be an effective vehicle for employee participation. The Group has collective agreements at a sectoral level, at the level of groups of companies and at a Group level that are all implemented within the framework of existing legislation and that of the collective agreements reached. Also, periodically, and in compliance with regulations in this regard, representatives of the employees are provided with timely information on the progress of the businesses. Meanwhile, the timeframes established in the current legislation or collective agreements are rigorously adhered to. Non-discrimination and equal opportunities Grupo PRISA endorses, supports and promotes all policies that contribute to equal opportunities and non-discrimination based on race, gender, political or religious beliefs. In their daily management, Group companies strictly comply with these principles, with such
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