Viridor People

Employees

Following a year that saw several important acquisitions, Viridor's greatest asset remains its workforce which stands at around 2,800 employees. Our challenge is to continue to harness our employees' expertise and channel it into supporting business objectives and future development.

The company employs a diverse workforce. Its objective is to be a best practice employer, embracing equal opportunities and to do this Viridor has a wide range of policies in place, including a whistleblowing policy. Proactive internal communications policies help Viridor retain and develop the skills it needs for fast-moving business demands.

Viridor's vision of leadership and growth can only be achieved if everyone in the company is kept safe, healthy, motivated and empowered. Part of this calls for the continuous development of individuals, with the right training being delivered to the right people at the right time.

Over the years we have invested wisely in our people and even in difficult economic times the company's commitment remains undiminished.

This investment includes:

• A range of management and leadership courses, operating at every level of the company
• Extensive health and safety training and awareness raising
• The Performance Appraisal Review (PAR) process, which recognises employee achievements, sets future objectives and identifies opportunities for training and development to benefit both the individual and the company
• Our Employee Assistance Programme (EAP), a comprehensive welfare resource providing fast and easy access (via 24/7 telephone helpline) to confidential support, advice and counselling for those facing difficult or stressful situations, either at work or at home.

Key people issues for the company include:

• Ensuring that employees have good access to opportunities to develop and enhance appropriate skills to support their career development and the current and future needs of the business
• Continuing to attract, develop and retain key skills at all levels as the company moves towards increased recycling, treatment and recovery processes
• Addressing the trend towards an ageing workforce
• Further developing and reviewing employee benefit packages to remain competitive in the marketplace, particularly non-financial benefits
• Continuing improvements that allow the absorption and integration of acquired companies into the Viridor family in a speedy and effective manner.

Internal survey

During 2009/10 Viridor conducted a survey of our staff, with over 300 responses (out of circa 1,000 employees contacted). The survey showed that:

• Over 85% of employees agree or strongly agree that Viridor is a good company to work for.
• 96% believe that provision of information on health and safety is satisfactory, good or very good (77% good or very good).
• 93% believe provision of information on company policies is satisfactory, good or very good.
• 97% state they are well-informed on company news and developments.

As a result of the survey, the company has implemented a number of actions. These focus largely on internal communications, including improvements to the company newsletter, the staff website and targeted training communications.

Training

Key Training issues include:

• Continuing to develop training programmes in response to current legislation.
• Exploring Scottish/National Vocational Qualifications (S/NVQ) levels 2 & 3 training for site based personnel.
• Attracting and retaining talent and expertise.
• Continuing to work with Energy and Utility Skills and to support the Waste Industry Skills Initiative (WISKI).

The company appointed a new training manager and conducted a full training review during 2009/10. A full and appropriate training policy is in place. Our Greater Manchester operations have retained the Investors in People (IiP) registration. Roll out of IiP into the Northern Region is planned for 2010/11.

The strengthened training department has delivered training courses covering important areas such as: the fundamentals of management; manual handling; Control of Substances Hazardous to Health (COSHH); Representatives of Employee Safety (RES); risk assessments; National Examination Board in Occupational Safety and Health (NEBOSH) General Certificate in Safety and Health; and driver Certificates of Professional Competence (CPC) training. In our South East region COSHH, RES and risk assessment courses were attended by 87% of relevant employees.