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Major Labour Practices Opportunities and Risks |
Opportunities:
- Pursuing certification of safety management system
- Sharing knowledge from older employees with the rest of the workforce
Risks:
- In 2007-2008, securing the right people in the right places was a challenge. Without effective talent management we would not be able to execute our overall business plan
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| Policy |
We have adopted several policies to ensure the workplace is safe and respectful. Among others, these include:
- Business Conduct
- Employee Development
- Harassment-Free Working Environment
- Diversity
- Health and Safety
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| Operational Responsibility |
- Suncor's senior vice president, human resources and communications oversees all policies and programs relating to our labour practices, and reports to the Board of Directors four times per year.
- The corporate human resources team develops tools and provides oversight and consistency to the business units. Business unit vice presidents are directly responsible for implementation of policies and practices. They are supported by human resources business specialists.
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| Key Strategies and Procedures for Implementation |
- Our company-wide initiative called “Journey to Zero” is aimed at eliminating all occupational injuries and illnesses.
- Recruiting and retaining capable and motivated people is one of four pillars of our Operational Excellence program.
- Our long-term people strategy focuses on talent management. We have strategies for planning staffing levels, and for recruiting, on boarding, training and developing, engaging and retaining employees.
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| Major Changes to Systems or Structures to Improve Performance |
- In 2008, we began offering customized retention packages for employees in oil sands and difficult to fill positions.
- We introduced a performance-based plan called SunShare 2012 that provides employees with stock options that vest if specific performance targets are met.
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| Training and Awareness |
- We provide more than 500 internal training courses to support employee competence. Suncor University continues to develop our executive and manager level leadership.
- All new oil sands employees are provided with a booklet to help them understand our vast development opportunities.
- There is an “Employee Centre” on our intranet site (SunNet) to help keep employees updated.
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| Monitoring and Follow-up |
- We conduct comprehensive safety compliance audits every year.
- Employees and contractors are required to acknowledge their compliance with our business conduct policies yearly. Online and in-person training is available.
- A confidential Integrity Hotline is available for employees. An internal audit team addresses raised issues. The Board is updated quarterly.
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| Goals and Performance |
- We plan to increase our focus on employee learning to ensure every employee possesses the critical skills required for success.
- All performance data can be found at sustainability.
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| Key Successes and Shortcomings |
- In 2008, Suncor was named one of Canada's Top 100 Employers in MacLean's magazine, one of Alberta's top 40 employers, and one of the Financial Post's 10 best companies to work for in Canada.
- Suncor was awarded the 2007 CAPP President's Award for achievements in Journey to Zero.
- SunShare 2008 performance targets were met and all SunShare options were vested on April 30, 2008, giving employees a share in the company's success.
- Regretfully, we experienced a contractor fatality in 2008. A Finning employee died at our oil sands operation in an incident that occurred in the mining area.
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