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CIMIC Group Limited Annual Report 2016 |
Sustainability Report
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DEVELOPING A PERFORMANCE CULTURE
Measures in place
Actions during 2016
Performance
- Professional Development Policy and
culture of developing leadership
capability and skills
- Developed a Group leadership
framework and program – ‘Program
One’
- Conducted a conference for top 100
leaders to set expectations and align
behaviours around Principles. The
Group will roll out frontline leadership
training in March 2017
- Comprehensive learning and
development plans in place across all
Operating Companies
- Launched new Group-wide Graduate
Program
- CIMIC ranked by industry peak body
Australian Association of Graduate
Employers (AAGE) as a Top 75 Graduate
Employer
- CIMIC ranked in the AFR and
GradConnection Top100 Most Popular
Graduate Employer Awards, Top 10
Finalist for the category of Engineering
and Resources Graduate Programs
- Health and Safety Policy and procedures
in place to apply appropriate labour
standards
- Launched new ‘Fit for work + Fit for life’
health initiative
- Implemented mental health awareness
sessions across the Group’s
construction projects in Australia and
Thiess’ mining projects
- This is an on-going activity
- Remuneration Policy that promotes
individual accountability
- No increase in remuneration or bonuses
can be approved without a current
rating from a recent performance
review
- Continued to review performance
management approach to ensure all
employees have their performance
reviewed at least annually and this
review is used as the basis for any
increases to remuneration as well as for
any bonus payments
- All remuneration increases and bonuses
have a recent performance review
rating as a key input
- Remuneration Policy which aims to
fairly motivate, recognise and fairly
compensate without bias
- Commenced a pay equity review for
Australian operations utilising the new
Group job level framework as well as
the outcomes from the 2016 bonus and
total fixed remuneration review process
- The job level and remuneration range
are reviewed at recruitment and
whenever a remuneration increase is
proposed for an individual
- The review is in the final stages and as
part of the final recommendations we
will develop targeted initiatives linked
to the findings
- The initiatives agreed will have
performance measures associated with
them so that progress can be tracked
over time
- Remuneration Policy
- Continued to refine the Group job level
framework and remuneration ranges
that were introduced in late 2015. Both
of these initiatives help to ensure
competitive remuneration levels are
consistently applied across the
Australian operations. The framework
and ranges will be rolled out to
international operations over the next
year
- This is an on-going activity
- Incentive schemes linked to creation of
sustainable returns for shareholders
- Rolled out simplified, options based,
long-term incentive scheme for senior
executives aligned with share price
growth for the Group
- The performance period for the first
grant of options ends on 28 October
2017 at which date performance will be
tested for the first time
- Employee value proposition that aims to
provide safe, rewarding and fulfilling
careers for our people
- Continued engagement of employees
- Launched new Group wide employee
newsletter – ‘Pulse’
- CPB Contractors ranked 10th in list of
Australian companies best at attracting
and keeping top talent
- Providing safe and fulfilling careers
- Relocated CIMIC, EIC Activates, Pacific
Partnerships, Leighton Properties, and
CPB Contractors’ head office and NSW
office to 177 Pacific Hwy, North Sydney
- Minimal impact to productivity and
safety of employees
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