Investor Presentaiton
Performance evaluation
GRI 404-3
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Percentage of employees receiving performance review
2022
2021
2020
By gender
Men
Women
95.7%
94.9%
95.9%
93.8%
93.1%
98.2%
By employee category
Executive Officers
100.0%
100.0%
90.9%
97.5%
100.0%
100.0%
97.6%
100.0%
97.0%
93.2%
90.9%
96.0%
95.8%
95.5%
96.7%
95.1%
94.4%
96.5%
In order to evaluate individual employee
performance, we carried out a
360-degree evaluation based
on seven competencies:
1. Vision and Clarity
2. Ownership and Responsibility
3. Coordination and Integration
4. Agility in Business
5. Focus on the Customer and the Market
6. Organizational Capacity
7. Teamwork
We use a methodological matrix that
correlates performance and potential
(9box). This methodology covers all
hierarchical levels and enables the
identification of the organization's
highlights and planning for acceleration
and continuous improvement.
Together with the HR department
and his or her line manager, each
employee receives an action plan that
defines a Training Track. The goal is to
educate our staff on self-knowledge,
people management, and leadership
styles. The goals of all employees
are cascaded down through the
hierarchical levels. The performance of
all employees is monitored throughout
the year.
We have High Potentials, a
development program designed to
train and develop employees from
different levels (analysts, coordinators,
managers, or officers). The program
covers from competence mapping to
continuing professional development.
Managers
Coordinators
Administrative staff
Operational
Consolidated
2022 Integrated Sustainability Report > Responsibility
To participate in the performance evaluation, employees need to have been at the
Company for at least three months, among other requirements. Board members,
interns, apprentices, and trade unionists are not eligible. In 2022, only 4.9% of our
employees were not eligible.
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