2011
AMBATOVY SUSTAINABILITY REPORT
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Labour Performance
We recognize that our employees are our most valuable
asset. To prepare for operations, we will need a team
that can meet the engineering, maintenance, technical,
administrative and program aspects of our business. We
know that we will create the best team possible by being an
employer of choice. We have a number of policies in place
to ensure that our workforce benefits from more than just a
paycheque. We have developed policies and strategies for
several core areas to ensure Ambatovy is an employer of
choice in Madagascar. These areas cover local recruitment,
training, labour-management relations, health and safety,
demobilization support and diversity in the workplace.
Local Recruitment
We have two employment commitments: to optimize
national employment and to develop a highly-skilled
workforce in Madagascar. By locating our processing
facilities in Madagascar, we have chosen to invest in the
long-term recruitment, employment and development of
human capital in the country. Our recruitment policy aims
to attract and retain Madagascar’s top talent through
competitive compensation and benefits. Our success
will depend on recruiting a cohort of employees that are
committed to our vision, values and long-term operation.
Labour-Management Relations
One of our core values is teamwork. We believe that in order
for us to be a successful enterprise, all employees must
work in a spirit of mutual respect, trust and constructive
relationships. In no other relationship is this as important
as it is for labour-management relations. We have four
principles that guide how we ensure this relationship is indeed
constructive and respectful:
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Fair treatment for every employee
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Respect and integrity is required for and by all
employees
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Respect for privacy and confidentiality
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Nurture Malagasy talent
By upholding these commitments and working with
a spirit of constructive dialogue, we are certain
that our labour-management relations can be
constructive, setting the company up for success
from the very beginning of the operations phase.
Labour Performance Goals
Maximize local workforce composition to have 85% of
positions held by nationals during operations.
Safety record of zero lost time incidents (LTIs).
Create effective training programs that will position local
candidates to take on highly-skilled positions.
Working conditions meet or exceed national requirements
and negotiated terms of employment.
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2011 Results
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By the end of 2011, we had surpassed our target and had
approximately 91% of direct operations employment held by
nationals.
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Although we did not meet our goal, the LTI frequency
decreased significantly since 2010. The construction
group passed more than 200 days without an LTI and the
Operations group passed 569 days without an LTI.
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2011 saw the inception of three key programs to promote
skill and career development: the Ambatovy Leadership
Development Program, the Technical Excellence Program
and the Mentorship Program.
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We are recognized as an attractive place to work, providing
competitive benefits, compensation and development
opportunities.
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Major challenges encountered
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Challenges en route to resolution
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Good progress made toward goal
Management Approach to Labour Practices
