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120
Hamon Annual Report 2012
Information on the key performance indicators
Some social indicators require detailed explanations:
Total headcount by job type
As noted in the section on Corporate Social Responsibilities,
these figures are based on:
■ Employees from (1) fully consolidated subsidiaries
and (2) subsidiaries consolidated by proportional
integration, on a pro rata basis of the capital held
by Hamon.
■ Full-time equivalent and only staff on open-ended
contracts. In the light of our extensive activities on
worksites, the number of employees on short-term
contracts constantly varies; for some, the length of
the contract is limited to short periods. In some cases,
we use external temporary recruitment agencies.
■ The average for the year. If a subsidiary is only
consolidated for one part of the fiscal year, a pro rata
amount is calculated (for example, if a subsidiary is
only consolidated for six months, the average staff
numbers for this entity over the six months will only
be taken at 50%).
Rate of frequency of occupational accidents by region
(number of accidents / million working hours)
The rate of frequency is the ratio between:
■ The number of occupational accidents (fatal and
non-fatal, including on the way to work).
■ The number of effective hours of work (in million).
Rate of severity of occupational accidents by region
(number of days lost / thousand working hours)
The rate of severity is the ratio between:
■ The number of working days lost because of an
occupational accident.
■ The number of effective hours of work (in thousand).
The number of days lost are working days (not calendar
days). The starting point for the calculation is the day
of the occupational accident or disease, except in some
Asian subsidiaries where the starting point is the day
that exceeds the annual quota for sick leave (and
holiday). If a person has already been on sick leave, it
is the cumulated number of days already accrued for
illness which is taken into account. The annual quota
depends on each of the subsidiaries. This also applies
to the two key indicators below.
Rate of absenteeism
This rate is the ratio between:
■ The number of working days lost due to occupational
accidents, occupational diseases and other illnesses
(flu, etc.) or unexplained absences; maternity leaves
and planned leaves such as holiday and statutory
leave are not included.
■ The theoretical number of working days aside from
statutory leave and holiday.
The other key indicators are more usual; therefore
explanations are given hereunder only when necessary:
a) Economic indicators
■ Direct economic value created and distributed: this
includes the turnover, the gross margin, labor costs,
financial fees paid to banks, paid taxes, dividends paid
out to shareholders, retained profits, donations.
■ Provisions for pensions with defined benefit plans:
see detailed explanation in note 32 of the financial
section, which covers this key indicator.
■ Significant grants and public funding received.
■ Local recruitment practices and proportion of managers
hired locally.
b) Environmental indicators
■ Direct energy consumption by primary energy source.
■ Total volume of water withdrawn, by source.
■ Initiatives to reduce the environmental impact of
products and services.
c) Other social indicators
■ Average number of hours of training per year.
■ Activities identified as presenting a significant risk of
accidents involving children and the measures taken.
■ Total number of legal actions related to anti-competitive
behavior, antitrust laws and monopolistic practices;
outcome of these legal actions.
The GRI correspondence grid which follows shows
where to find each of these key performance indicators
in the annual report.
Rate of occupational disease by region (number of days
lost / thousand working hours)
The rate is the ratio between:
■ The number of working days lost due to occupational
diseases (depression, inhaling of toxic gases, etc.).
■ Number of effective hours of work (in thousand).