PORT OF TYNE ANNUAL REVIEW 2012

ANNUAL REVIEW 2012A FOCUS ON OUR PEOPLE2%IN THE TOP 2% OF ALLIIP SILVER STANDARDCOMPANIES4%INCREASE IN THE SIZEOF THE WORKFORCE13NEW APPRENTICESHIPSPLANNED IN 2013100%PROPORTION OFEMPLOYEES PARTICIPATINGIN THEIR OWN PERSONALDEVELOPMENT REVIEWIT IS ENTIRELY THANKS TO THE EMPLOYEES OF THE PORTOF TYNE THAT THE BUSINESS HAS ACHIEVED ITS THIRDSUCCESSIVE YEAR OF GROWTH.It is their hard work and commitmentthat has contributed to records beingbroken for the third consecutive year,an achievement that has taken placeagainst a background of intensivework surrounding the Port’s ambitiousplans for future development. It istestament to the clear future focus ofthe whole organisation that despite theexceptionally high levels of businessactivity, the workforce has not lostsight of the Port’s long term goalsand ambition.The outstanding business results for2012 were achieved at the same timeas the organisation continues toundergo significant cultural change.There were a number of significantdevelopments in the way that the Portfocuses on its people in 2012 as itcontinues to embed the principles oftraining, developing and rewardingemployees in a challenging, supportiveand safe environment.Following the achievement of theinternational standard, Investorsin People, for the whole of thebusiness in 2011, the Port has maderemarkable progress in implementingthe IIP principles of improvingperformance through people acrossall areas of its operation. This hasresulted in the Port achieving IIP’sprestigious Silver Standard in 2012,placing it in the top 2% of all IIP ratedcompanies and the only UK port toachieve this level.It is even more satisfying to achievethis standard as the scheme has beenintroduced and implemented acrossthe organisation through a group ofPort employees who have acted asIIP advisors and champions withintheir own business areas. Underthe direction of the Port’s Directorof Human Resources, this grouphas been the driving force behindimprovements in training, development,planning and communicationsthroughout the business.One of the major elements of thePort’s IIP achievements has beenthe successful introduction ofperformance management andindividual Personal DevelopmentReviews for every employee. Thiscommitment to developing theworkforce has continued withthe launch in November 2012 ofa bespoke Leadership DevelopmentProgramme for the Port. Initiallyworking with 40 managers, thescheme aims to improve people’sskills in managing and developingemployees in their own business areas,creating a virtuous circle of continuousprofessional development for all.Communication with and listeningto employees continues to be a keypriority for the business. The 2012employee survey achieved a returnrate of 64%, an increase of 18% onthe previous year, and in 2013 thesurvey will be made available tocomplete online to make it moreconvenient for staff and to encourageincreased response rates. As well aspublishing its regular staff magazine,Tyne Crier, the Port is also looking atadditional ways of engaging withemployees and improving its internalcommunications mechanisms in 2013.2012 was the third year since theintroduction of the Port’s profit sharingscheme, which recognises thecontribution made by the Port’semployees to performance of thebusiness and enables them to sharein the success they created. The profitshare scheme award for 2012 hasrisen from 4% in 2011 to 5% ofindividual employee remuneration,an acknowledgement of the hardwork and commitment of the Port’speople in what has been a recordbreakingyear.29