“We want to be recognised as a learning business and a great place to work for our employees so that they are proud of their company.”

Staff satisfaction

We measure satisfaction through an annual staff satisfaction survey. This survey is used to identify the priorities for improvement. Our target is to increase satisfaction levels from 55% in November 2003 to 82% by the end of 2007. The relatively low starting point was due, in part, to the re-organisation taking place within EDF Energy at the time. Results at the end of 2004 showed staff satisfaction had risen to 62% and indicate that we are on track.

Training and career development

The 2003 staff satisfaction survey highlighted the need to improve training and development opportunities for employees. We now aim for all staff to receive two or more Coaching for Performance reviews from their manager every year (93% in 2004). This process identifies training needs and personal career objectives. A range of initiatives was put in place during 2004, aimed at all levels of staff. These initiatives include online modules on project management, people management and finance, as well as extensive courses on Senior Manager training, delivered externally over several days. These improvements resulted in a significant increase in employees' satisfaction with training, as measured by the annual survey at 68%, up from 35% in 2003.

During 2004, the proportion of the business covered by the Investors in People (IIP) Standard increased from 51% to 87%. We aim to have 100% coverage by the end of 2005.

Skills crunch

Our industry is suffering from a skills crunch. Within the next decade, there may not be enough skilled technicians and engineers to provide the high levels of network reliability and service that our customers demand. For that reason, we are hiring even more apprentices and adult recruits and are continuing to invest in the Power Academy. The Academy offers scholarships to students wanting to study electrical engineering at specific UK universities.

Rewarding employees

EDF Energy introduced a final salary pension scheme in 2004. It is available to all new employes as well as to existing staff who either had no company pension scheme or who were members of specific legacy schemes. Half of all employees with no company-sponsored pension arrangements have joined the final salary scheme since its launch in March 2004, with over 80% of employees now being members.

An annual incentive plan, covering all levels of employee, is in operation across the company. It is based on a basket of measures, both financial and non-financial, that will contribute to achieving our ambitions.

The company’s expectations regarding employees’ conduct is covered by the Employee Code of Conduct.