Investor Presentaiton
People
The company ended the fiscal year with
18,506 employees, 16,007 located in Bra-
zil and 2,499 located abroad. The turnover
rate was 15.03% (see formation of operat-
ing team environment and the hiring rates in
GRI Indicators). |G4-DMA: Employment, G4-10, G4-LA1|
ATTRACTION AND RETENTION
With employees from more than 20 coun-
tries, respecting differences is an Embraer
principle. Embraer also invites the partici-
pation of people with special needs through
the On the Path to Diversity program, in op-
eration since 2012, in partnership with the
Center for the Integration of Businesses and
Schools (CIEE, in Portuguese). [G4-DMA: Diversity
and equility of opportunity, G4-LA12|
In 2016, Embraer started its first trainee
program. Through next year, those selected
will be trained in the classroom and in op-
erations, and will cycle through various de-
partments in order to become familiarized
with challenges inherent to a global com-
pany's daily routine. In Brazil alone, more
than 11 thousand young people expressed
interest in the first 23 open positions.
GRUPO
ENSAIDS
EM
VOO
In order to provide direct contact with uni-
versity students, the company is also es-
tablishing partnerships with educational
institutions, such as the Engineering Spe-
cialization Program (PEE, in Portuguese),
conducted by the Technological Institute of
Aeronautics (ITA, in Portuguese). Students
complete a professional Master's curricu-
lum for Aeronautical Engineering and, upon
completion of the course, they may be hired
by Embraer. Another initiative is the Embraer
Designer Program (PPE, in Portuguese), in
which participants are technically trained at
the São Paulo College of Technology (FATEC,
in Portuguese), and work as interns within
the company. This year, US$1,278,805.96
and US$626,077.18 were invested in these
programs, respectively.
Retaining committed talent requires the de-
velopment of a work environment that stim-
ulates the upper mobility of positions. With
this in mind, Embraer promotes the Internal
Employment Program (API, in Portuguese),
in which available positions are exclusively
disclosed to employees before being an-
nounced to the market. This makes vertical
mobility (promotion) and horizontal mobility
(changing departments) available for career
planning. In 2016, 36% of positions open
were filled by employees.
DEVELOPMENT AND TRAINING
|G4-DMA: Training and education, G4-DMA: Investments|
Developing talents and preparing them to take
on positions of leadership are fundamental
conditions to ensure the longevity of the busi-
ness. For this purpose, Embraer uses training
programs that cover technical as well as be-
havioral abilities. Throughout the year, more
than 300 courses were offered, mostly online,
with the support of videos, tutorials, games
and infographics.
Training for leaders and future leaders is
planned based on PSE guidelines (see page
21), with emphasis on the Embraer Leader-
ship Development Program, which offers con-
tinued education, improvement for upward mo-
bility in careers and other measures focused
on the Leadership, Business and Results, and
Market axes. The initiative, developed in part-
nership with Dom Cabral Foundation, gradu-
ated two classes in 2015 and four in 2016,
which represents 183 managers trained in
Brazil and abroad.
Employee performance is analyzed periodical-
ly through a skill evaluation. This process was
carried out between April and June. Results
guide the Personal Development Program
(PDI, in Portuguese) and make it possible for
leaders to recommend the most appropriate
courses to each of their employees. Another
performance indicator is the automatic salary
progression, geared to production employees
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