It is a key part of our culture to train professionals with solid careers in the Company. Proof of this is that our turnover rate in the last three years was 44.53% (2019), 36.10% (2020) and 44.37% (2021). We make up our teams with motivated people committed to our way of being and how we remain at the forefront of ESG issues.
We have a sectorial goal related to mapping and monitoring of people after performance management has been carried out. For this management we implemented, in 2021, the Individual Development Plan (PDI in Portuguese), in which employees make a self evaluation as well as an evaluation from their managers and input the improvement plans for the next cycle. 100% of Even’s professionals participate in the PDI and feedback process. In this process, the internal consulting team that is responsible for supply the leaders of standardized information, facilitating the spread of the Even culture, have managed 116 technical assistants, six treinee technical analysts and 29 interns.
One of the focuses of professional development is the training of leaders. With training and an increase in the percentage of compensation (including variable remuneration linked to results), we intend that these professionals have the vision of a partner with initiatives that privilege sustainability and long-term results. In the field of meritocracy and recognition, there were 104 promotions throughout the year, with an average 32% readjustment and another 165 merits, with an average 13% readjustment, which meant recognition for over 40% of Even’s workforce.
In 2021, among other initiatives described below, we carried out 75 training sessions for Even employees, 37 institutional integrations within the #SejaEven Program and 18 integrations with new leaders by the internal consulting team. Of the support and professional development programs, it is worth mentioning:
Strategic, Tactical and Operational Development Track, which covers all employees, the Futureven Program is aimed at young technical talents (engineering and architecture students) and has three evaluation boards
Strategic, Tactical and Operational Development Track, which covers all employees and includes technical and behavioral training.
In the ‘Strategic’ functional category, Leader Development Program involves technical and behavioral development. In a survey with participating managers, Even obtained a general satisfaction rating of 8.9. The PDL Leadership Guide is structured into three modules: Engagement and Remote Work; Management by Processes and Processes and Value Chain: and Emotional Intelligence and Communication and Behavioral Styles.
The Quality and ESG Integration focuses on inserting the new employee into Even’s management system, as well as presenting the applicability and roles of the Quality area, as well as its resources.
Integration has the mission of creating a positive experience with practical immersion in the quality management system.
Technical training, carried out by the external consultancy Sena Arquitetura in partnership with the Projects area.
Event aimed at updating processes in the technical area and corporate affairs.
#RemoteMode is a program that trains employees to work in the hybrid work model (except for professionals who have works in progress). It was providentially launched in 2019 through a pilot project with the IT and Compliance areas and extended to the entire Company in 2020, given the unexpected spread of Covid-19.
In 2021, the format was properly structured, with training carried out with leaders and employees to strengthen the premises and share good practices, ensuring the program’s effectiveness.
Program for improving and developing the skills of employees mapped with high potential;
Outplacement service for former employees of 'strategic' functional category; and
Financial support for loans with special conditions from Even's partner bank.
| Age group | 2019 | 2020 | 2020 |
|---|---|---|---|
| Under 30 years old | 154 | 106 | 207 |
| 30 to 50 years old | 105 | 89 | 123 |
| Over 50 years old | 2 | 7 | 12 |
| Total | 261 | 202 | 342 |
Note: The high number comes from the turnover associated with the completion / start of works and also the company's growth
| Gender | 2019 | 2020 | 2021 |
|---|---|---|---|
| Female | 121 | 80 | 143 |
| Male | 140 | 122 | 199 |
| Total | 261 | 202 | 342 |
| 2019 | 2020 | 2021 | ||||
|---|---|---|---|---|---|---|
| Age group | Total | Taxa | Total | Taxa | Total | Taxa |
| Under 30 years old | 128 | 23.04% | 88 | 16.44% | 127 | 24.74% |
| 30 to 50 years old | 144 | 20.34% | 130 | 18.56% | 122 | 18.15% |
| Over 50 years old | 12 | 1.14% | 6 | 1.10% | 8 | 1.48% |
| Total | 284 | 44.53% | 224 | 36.10% | 257 | 44.37% |
| 2019 | 2020 | 2021 | ||||
|---|---|---|---|---|---|---|
| Gender | Total | Taxa | Total | Taxa | Total | Taxa |
| Female | 119 | 19.61% | 98 | 15.08% | 99 | 17.93% |
| Male | 165 | 24.92% | 126 | 21.02% | 158 | 26.44% |
| Total | 284 | 44.53% | 224 | 36.10% | 257 | 44.37% |
| Gênero | Total amount of hours | Average hours |
|---|---|---|
| Male | 2,886.00 | 7.60 |
| Female | 1,817.50 | 7.40 |
| Total training hours | 4,703.50 | 7.80 |
| Employee category | Total amount of hours | Average hours |
|---|---|---|
| Operational | 2,245.00 | 4.70 |
| Tactical | 1,704.00 | 17.90 |
| Strategic | 754.50 | 17.50 |
