AMEC home Alerting services AMEC site map AMEC links Contact us Search
Home Overview 2004 Who should read this report? Introduction from Sir Peter Mason Sustainability reporting in AMEC The business context Stakeholder research AMEC sustainability services 2004 Performance    Community    involvement    Employment rights    Environment    Health & safety    Ethics    Human rights    Profitable growth    Financial    management    Strategy and    markets    Customers    Processes Case studies Enviros audit Measuring our performance Full report index	Employment rights
	Indicator Data Formal collective consultation/representation Further progress has been made during 2004 to put in place mechanisms to improve consultation and representation. For example, we have put in place works councils across our UK businesses. Workforce gender composition These indicators give a picture of overall stability within the workforce and give us an indication of the businesses ability to retain staff. Workforce composition 2004 Male Female % of total workforce 86 14 % of total managers and professionals 82 18 % of total senior managers 93 7 The indicators have shown that there is a higher rate of management and professional women (28%) in our female workforce than men (21%). The trend is reversed for senior management, with 0.7% of our female workforce being senior management compared to a rate of 1.3% in the male workforce. Employee turnover Employee turnover rate Male Female All employees Employee instigated turnover 7% 10% 7% Other employee turnover 14% 13% 14% Employees joining AMEC New employees Male Female All employees Total number of new hires 7,015 1,444 8,459 Number of new hires for whom AMEC is their first job 528 154 682 Number of new hires recruited into specific training schemes 737 154 891 These three areas give an indicator of our contribution to the local economy through job creation and our contribution to developing future industrial skills and resources. Promotion and internal hire rate In 2004 we monitored the rate of advertised vacancies which were filled internally and recorded a rate of 20.13%. This gives us an indicator of AMEC's ability to provide career development for our people and to resource from within the organisation. During 2004 we recorded an overall promotion rate of 10%, the rate being the same for both our female and male employees. This gives us another indicator of AMEC's ability to provide career progression for our employees and promote from within our organisation. Employment cost and training Overall in 2004 our employment cost was £1,114,830,540 which gives an indication of our contribution to local economies through wages, taxes and associated benefits. During 2004 our training spend in relation to employment cost was 1.93%, which shows our investment in our employees and contribution towards future industry skills development. Page    1    2    3    4    5    6    7    back to top	In this section Summary Strategy Rationale Targets and objectives > Indicator data 2004 Challenges Moving forward
Copyright AMEC ©	Legal disclaimer