6 - Vicat

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1717.1.EMPLOYEESOVERVIEW17.1.2. Breakdown of the Group’s average workforce by geographical area(number of employees) 2009 2008 Change (%)France 2,569 2,650 -3.06Switzerland/Italy 1,061 1,023 +3.71United States 1,150 1,335 -13.85Turkey/Kazakhstan /India 906 892 +1.57Senegal/Mali/Mauritania/Egypt 1,026 936 +9.62Total 6,712 6,836 -1.8117.1.3. Breakdown of the Group’s average workforce by age1200Number of employees by age group100080060040020020082009In 2009, the Group had a more balanced age pyramidthan in 2008, with a slight rise in the population ofthose aged between 25 and 40 and between 45 and60. The number in the 40 to 45 age group, which wasthe largest, has decreased slightly. The distribution issimilar in each country where the Group operates.0under2020to 2525to 3030to 3535to 4040to 4545to 5050to 5555to 6060to 65over65Workforce by gender( % of workforce) 2009 2008Management 12.4 12.0White-collar workers 24.9 24.5Blue-collar workers 1.8 2.0Group total 10.9 10.8Of which France :Management 16.5 15.9White-collar workers 27.5 27.5Blue-collar workers 1.6 1.7Total France 16.7 16.3The low proportion of women in the salaried workforceis due to the type of activity and employment offeredby the Group. The biggest rise in 2009 compared to2008 is in female in management roles.The proportion of women employed by theGroup rose in 2009 for the third consecutive year.17.1.4. Year-end changes in the workforce according tomovement typeWorkforceWorkforce as at December 31, 2008 6,892Normal attrition (resignation,end of contracts, deaths) - 456Departures due to retirement,early retirement, dismissals,other reasons - 412Changes in consolidation scope 20Recruitment 625Workforce as at December 31, 2009 6,669116 VICAT - 2009 registration document
EMPLOYEES17 17.1. OVERVIEWThe level of recruitment fell by a third in 2009 comparedto 2008, from 625 new recruits compared with936 in the previous year. This development is to beseen in the context of the fall in numbers leaving theCompany, with the financial crisis having a stabilisingeffect on the teams. In addition, the number of thosejoining and leaving includes a significant number ofseasonal jobs in France and Turkey (particularly inthe case of drivers).17.1.5. Changes in years of service with the GroupAverage years Average age of service2009 2008 2009 2008Total forthe Group 42.6 41.2 9.8 8.9France 42.1 41.6 11.9 11.5Average age and years of service increased slightlycompared to the preceding year.17.1.6. Human Resources PolicyThe Group’s valuesAdoption of the Group’s values by its employeesis the key factor in the success that it has achievedthroughout the hundred and fifty years of its existence.There are four main values, which have forgeda strong company culture :• the ability of management to react and reachdecisions quickly, which has proved particularlyvaluable in achieving success in external growthtransactions ;• the enthusiasm for innovation, research, developmentand progress, inspired by the discoveriesof Louis <strong>Vicat</strong>, who invented cement in the 19 thcentury ;• the tenacity that has enabled the Group to overcomethe challenges encountered since its foundation ;• the common feeling of belonging to the Group,providing the energy and strong capacity for actionnecessary to achieve its objectives.Human Resources PolicyThe objective of the human resources policy is toensure that the individual skills of employees or teamunits are in line with the Group’s development strategyon a short, medium and long-term basis, againsta background of adherence to and promotion of thevalues on which its culture is based. It aims to maintainand develop the Group’s attractiveness for itsemployees, as well as securing their loyalty. On thisbasis, internal promotion is favored where possible.It should offer everyone career development prospectsthat maximise their potential and their ambitions.Mobility, both operational and geographical, isone of the conditions of this progression.TrainingDevelopment of its employees’ skills is a major priorityfor the Group and the reason that every yearit invests a significant part of its wages and salariesbill in training.Against a background of major industrial investmentsand the increasing complexity of processes due totechnological innovation, the priority is to train engineersand technicians in using the tools and methodsrequired to ensure that industrial facilities operateefficiently. As will be the case every year from nowon, two process seminars and a maintenance seminarwere organised in 2009 for engineers and technicalmanagers from all the Group’s cement plants.In 2009, the focus was on training in fuel usage andthe use of alternative fuels, including a dedicatedseminar for those responsible for this area in theGroup’s subsidiaries. In addition, sales staff from theConcrete business in France were trained in the useof their new marketing tool.This technical training is supplemented by internalor external training enabling employees to acquirethe additional skills (training in management,project management, languages, etc.) required bythe Group.Involvement of the Company in its social environmentThe Group supports educational projects for thebenefit of the communities of the countries whereit operates. This is the case, in particular, in Senegalwith the Maurice-Gueye media library in Rufisque, inTurkey with the fine art college in Konya and in Egyptwith the University of the Sinai in El Arish. This supporttakes the form of financial aid for the constructionof buildings, the award of scholarships to themost disadvantaged students and the purchase ofbooks. In 2009, the Group became involved in Francein a program to help young people in vulnerable urbanareas of Nice, by joining a scheme entitled “100opportunities for 100 jobs” (“100 chances pour 100emplois”), run by businesses in partnership with thelocal authority assistance service for young people.In Savoie, the Group has been involved sinceSeptember 2009 in the “Alizé” program which helpsSMEs develop.2009 registration document - VICAT 117
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INFORMATION ABOUT THE COMPANY5.2. I
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BUSINESS OVERVIEW6 6.1. OVERVIEW OF
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BUSINESS OVERVIEW66.3. DESCRIPTION
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organisation chart77.2. INFORMATION
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organisation chart77.2. INFORMATION
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8Real estate,factories andequipment
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21ADDITIONAL INFORMATION21.1. SHARE
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ADDITIONAL INFORMATION2121.2. CONST
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22SIGNIFICANTCONTRACTSGiven its act
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24DOCUMENTSAVAILABLE TOTHE PUBLICOf
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appendix1Report by the president on
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1appendixReport by the president on
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appendix2Statutoryauditors'reportpr
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appendix3ANNUALINFORMATION(ARTICLE
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3appendixANNUAL INFORMATION5. Decla
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4appendixELEMENTS CONSTITUTING THE
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GLOSSARYAdditiveAggregateAuto-level
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GLOSSARYClinkerisationCoalCoatingCo
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GLOSSARYGranulometryGrindingGrindin
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GLOSSARYPrecalcinatorCombustion cha
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GLOSSARYType of cementVibrationWork
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6 - Vicat

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