Stakeholder Engagement
Professional Development
We have a team that is motivated and committed to our way of being and sustainably looking to the future. Solid training and extensive professional development are part of our culture, from welcoming each new talent, within the Visitando Nosso Negócio Program, which seeks to promote understanding of our systematic process and enable integration into the works of those who work at the office, and vice versa.
We believe that leaders should be guiding, well-prepared and aligned with the Organization's guidelines. For managers in all areas, we created the Leadership Development Program (PDL in Portuguese). The goal is to generate a partner's vision in leaders, through initiatives that focus on sustainability and long-term results, with training and an increase in the percentage of compensation (including variable compensation, linked to results).
In 2022, the program qualified 60 coordinators and was extended to the entire group of coordinators, qualifying 100% of our leadership group, with around 60 coordinators in the development process.
The other hierarchical levels are also served through numerous education, recycling, technical qualification programs, offered in many formats, tools and resources. In 2022, we made a specific round available for our coordinators' development.
Since 2021, we have applied the Individual Performance Plan Program (PDI), through performance management, which proposes that employees self-evaluate, evaluate their leaders and peers (for leaders). The initiative is linked to the segment’s goal and to map and monitor professionals.
The Performance Management Program and the feedback process reach all professionals. In 2022, the Internal Consulting area managed all technical assistants, technical analysts, trainees, and interns. To improve the skills of our human capital, we also have complementary programs, such as:
Strategic, Tactical and Operational Development Track, which covers all our employees;
Program that provides and trains employees for the hybrid work model (company and home office), except professionals working in construction in progress;
Seeks to facilitate continued employability and end-of-career management. The program combines the opening of vacancies internally before the search for professionals in the labor market and the internal Vacancies Portal, in which it is possible to make the transition (jobs to administrative, vice versa) – an encouraged and routine action within the Company.
We also encourage the integral development of our employees and the culture of volunteering, by encouraging contributions to the Volunteer Program. In 2022, 15 employees participated in the Educar Program, which operates in the field of digital inclusion.
#SEJAEVEN Program
Seeks to strengthen our employer brand in the market and attract new talent to work with us. In 2022, our LinkedIn page grew 15%, reaching 48,825 new followers, totaling 332,564 active profiles.
Onboarding 2.0 and Visitando Nosso Negócio
These are programs that seek to acculturate and immerse themselves in the business, contributing to the development of new employees, who come to understand Even's reality and approach construction sites and sales stands through our monthly tour.
Construindo Nossa História Program
The program aims to recognize employees for their contribution time at Even. The launch took place at the year-end party in 2022, contemplating those who have been at home for 10 years. (We honored a total of 85 employees).
Trainings
| Average hours of training per employee, by gender | ||
|---|---|---|
| Gender | 2022 | |
| Total amount of hours | Average hours | |
| Male | 3,431.30 | 83.15 |
| Female | 2,318.00 | 56.32 |
| Total training hours | 5,731.30 | 139.47 |
| Average hours of training per employee, by employee category | ||
|---|---|---|
| Employee category | 2022 | |
| Total amount of hours | Average hours | |
| General | 2,207.00 | 147.13 |
| Operacional | 1,922.30 | 128.10 |
| Tactical | 1,170.00 | 83.28 |
| Strategic | 432.00 | 25.92 |
Trainings conducted in 2022
Acknowlegment
As a response of meritocracy and recognition of the staff, we had several promotions throughout the year in our coordination, management, and board. To qualify the talents best evaluated by Operation Management, in 2022 we highlighted the employees who were most involved with the company, among all the people who participated in this edition.
Even's Young Talents Program (Futureven) is aimed at interns. We select promising engineering students to develop their technical and behavioral skills, providing an important tool for training and professional training.
The program is a source of pride: 75% of our engineers and 40% of leadership positions came through Futureven. Its schedule includes training, on-the-job monitoring, and special actions with the board, to prepare professionals to take on new challenges.
In 2022, we started a new way of attracting and selecting new employees for the Program, transforming the selection process into a new experience, immersed in the dynamics of works, to identify future talents.
