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 Location
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 graphs show the age and gender of employees across all of our operating locations for the 2017 to 2019 fiscal years, as well as demographic information for members of Resolute's board of directors, executive team and middle 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. We are committed to developing our understanding of the attraction and retention challenges faced in each operating region, as well as disclosing annual hires and turnover rates.
In 2019, we recorded a turnover rate of 18.9%, including a voluntary rate of 3.5% primarily as a result of retirements, which decreased 29% compared to 2018. We continue to implement new leadership and human resources practices to create an inclusive workplace that attracts, retains and engages a diverse workforce.