Key Performance Indicators
In 2011, Resolute Forest Products began developing a set of metrics to help the company meet operating requirements, including statistics on overtime, absenteeism, recruitment, retention and performance. These metrics were used to develop a long-term strategy focused on succession planning, leadership development programs, cross-functional collaboration, and learning and growth opportunities.
We regularly report on employee hires and turnover, carefully tracking any variation from year to year. Resolute is committed to employee retention, as detailed in the strategic plans developed by the Human Resources department and reviewed on an annual basis with senior management. These strategic plans are implemented across all of our operations to support this company-wide priority.
Employees by Employment Type
Employees by Age, Gender and Region
As specified in Resolute’s Code of Business Conduct, the company is committed to providing equal employment opportunities to all qualified persons without regard to race, colour, religion, national origin, disability or handicap, gender, pregnancy, age or any other basis prohibited by law. It is also Resolute’s policy to take affirmative action in employment as required by applicable legislation. All personnel decisions, including recruitment, hiring, compensation, promotion, transfer, dismissal, recall and selection for training, are made solely on the basis of job-related criteria and, when applicable, in accordance with collective bargaining agreements.
The following tables show the age and gender of employees across all of our operating locations for the 2015 and 2016 fiscal years, and the same information for members of Resolute's board of directors, executive team and management.
Hiring New Employees
Resolute’s long-term competitiveness is tied to our ability to recruit, develop and retain top-quality employees with the right skills. We are working hard to build a company made of a team of natural leaders who are results- and action-oriented, and who have strong business acumen as well as an aptitude for problem-solving and strategic thinking.
Our objective is to hire 2,000 additional new employees through 2019, and we are on track with 1,109 new hires in 2016.
In 2016, we experienced a voluntary turnover rate of 10.8%, primarily as a result of retirements, but also from voluntary resignations for various reasons. Our involuntary turnover rate in 2016 was 2.9%, which includes employees who left the organization due to dismissal or death in service.