2005 Annual report - Virbac

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◆ checking air emissions,
◆ inspection of industrial and used water networks (carried
out each year),
◆ study to install automatic fire extinguisher systems, in line
with insurance recommendations (start of installation
programme in 2006),
◆ installation of fire containment walls at Virbac 1 and
Virbac 3,
◆ resizing of industrial water networks in line with
requirements and implementation of a new effluent
treatment tank at the Virbac 1 site,
◆ implementation of an addressable fire detection system at
the Magny en Vexin site.
Total investments carried out in 2005 amounted to
€360,000. This programme to improve our installations
with regard to safety and the environment will continue in
2006.
Special training
Hygiene-safety-environment
In 2005, 740 people were trained in fire safety as part of
annual regulatory trainings.
Risk prevention and analysis
The regulatory risk analysis procedure adopted by Virbac at
its production sites has enabled the drafting of assessments
in the form of action plans.
The main work in this area in 2005 was as follows:
◆ optimisation of selective sorting in line with the Act of
13 July 1992, no. 92-646,
◆ implementation of a an intranet database containing
safety datasheets for products and raw materials,
◆ continued updating of the prefect operating permit
(ICPE) for Virbac 13ème rue, for DRIRE compliance,
◆ continued negotiations on a waste agreement with the
Carros Town Hall, with the aim of cutting clean up costs,
◆ the implementation of safety action plans following risk
analyses.
Goals given to the Group’s international
subsidiaries
Human resources
The Group’s 2,230 employees are spread across 28 countries,
35 subsidiaries and 5 representative offices.
Strategy
Virbac’s men and women are central to the company. They
represent a competitive advantage and a key factor in our
success.
Human Resources management serves the company’s
strategy: the Human Resources strategy is simple; we look for
excellence in HR management in order to drive the
company’s growth and help everyone fulfil their potential.
This strategy has a few clear goals:
◆ train and motivate managers to become true leaders and
play their part in managing their teams,
◆ make managers party to changing and developing their
colleagues,
◆ build efficient organisations that are customer centric and
based on the motivation and strong management of
personnel, strengthen corporate values via concrete
actions and increasingly on a global scale: Innovation,
Market Focus, Entrepreneurial Spirit,
Delegation/Empowerment, Teamwork,
◆ encourage geographic and functional mobility,
◆ develop a style and culture that are open to constructive
criticism in order to encourage innovation and efficiency.
Recruitment
Virbac continues to have a selective recruitment policy
designed to continually attract animal health professional,
sales and marketing experts as well as all the technical
expertise required by industrial operations and Research and
Development. From time to time Virbac also seeks to recruit
specialists to aid with the company’s growth such as
financial controllers, HR management or IS project
management. Virbac’s selection criteria are simple: relevant
real-world experience together with a personality driven by
strong human values. And finally the motivation to join a
company ready to excel in order to meet its growth targets.
In all the countries in which the Group has production units,
the Group puts in place policies to comply with
environmental standards and safety rules, and trains its
personnel. This policy is designed to comply with local
regulations and with the Group’s values and thinking in this
regard. To illustrate this policy and local initiatives, Virbac
RSA (South Africa) started, for example, to collect liquid
waste and treat it at a special site, sort and collect industrial
waste as well as recycle paper.