Hyder Consulting PLC Annual Report 2012

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Hyder group induction A comprehensive corporate induction programme to assist new staff in understanding the Hyder culture and strategy. The induction also covers the business plan, our systems, formal and informal networks, policies and the support tools available to help people succeed in their job. Apprenticeship programme We are developing future leaders of tomorrow apprenticeship programmes providing talented people (who are otherwise not able to attend university) with an opportunity to build a professional engineering career. Hyder UK received the first Greater London Authority Responsible Procurement Award for ‘Skills and Employment’ and an award from a London college for ‘Outstanding support to Apprentices’. There are currently 64 apprentices and students employed across the group. Graduate and professional development programmes Hyder’s Graduate Development Programme guides graduates through their first three years at Hyder and provides interactive and structured training plans to develop relevant business acumen when they achieve chartered status. There are currently 182 staff undertaking our graduate programmes. For other more experienced staff, we ensure they are not only extended in their particular field, but receive professional skills and leadership training through a combination of challenging assignments, coaching and career mentoring. Project management We run comprehensive project management training for our project managers in order to share best practice and lessons learned on our major projects. Training includes planning, risk, value, collaboration, client feedback and negotiation skills. 200 of our people completed project management training throughout the year. Accelerated skills development programmes These programmes are designed to accelerate the development of skills and competencies of our highly talented professionals, preparing them for future senior professional and leadership roles. 50 of our top people have already taken part in comprehensive action learning programmes with more scheduled for 2012-13. Professional networks and development Our people are encouraged to join professional associations and groups to facilitate chartered engineer status, and provide development and networking opportunities. Our Professional Excellence Groups have been set up to provide support and collaboration between technical experts. These and the other informal networks throughout the company, mean our people can become involved in local or international client opportunities and ideas exchanges that foster innovation and excellence. Hyder Consulting PLC Annual Report 2012 21
Directors’ Report Business Review continued Remuneration, recruitment and managing for performance We aim to fairly incentivise, reward and recognise our people based on their performance and contribution to Hyder. We undertake research in our local marketplaces to inform our remuneration strategy, taking into consideration industry benchmarks, as well as regional economic and business forecasts. In addition to salary, we also offer comprehensive benefits, performance-related bonuses for senior roles, share incentive plans and employee recognition programmes. Our Professional Development Review process is designed to ensure all our people have clear objectives which align with Hyder’s corporate objectives. In addition, everyone has tailored personal and professional development plans to enable them to grow and develop in their careers. Published position descriptions and job competencies help staff identify the qualities and capabilities that are required to take the next step in their careers. As a result of this approach to managing for performance, our people have indicated in this year’s engagement survey that they know what is expected of them in their role (93% favourable response) and they also believe that their work helps Hyder achieve its objectives (97% favourable). Positive engagement and action in Corporate Social Responsibility Hyder’s people are strongly committed to Corporate Social Responsibility (CSR). They have been resourceful in many of its manifestations such as sustainable design, reducing waste, conserving resources and by volunteering their expertise to charitable activities that directly and positively influence the local communities in which they operate. This commitment and resourcefulness has been recognised by the FTSE4Good Index. Following a review of our CSR Report, our Annual Report and our website, Hyder has now been included in the index of companies deemed to have met globally recognised corporate responsibility standards. This will make it easier for ethical funds and investors to find suitable stock that align with their investment criteria in the area of CSR. More information is outlined in our CSR report. 22 Hyder Consulting PLC Annual Report 2012 Communications We aim to provide opportunities for staff to get involved in and have a voice on matters of concern to them. In response to feedback, we have improved and increased the channels via which we communicate and consult with our people. We encourage one-on-one communication between employees and line managers and offer individuals the chance to make their views known through feedback at regular presentations by senior managers. Other communication channels include office and team meetings, intranet, weekly and monthly staff bulletins or newsletters, topical podcasts, the chief executive ‘Ask Ivor’ page, and our CSR ideas forum. Upholding diversity and equal opportunities Hyder is an equal opportunities employer and has a diverse, multinational and multi-disciplined workforce. Individuals are assessed on the basis of the job requirements, their relevant aptitudes, skills and abilities, and their ability to uphold Hyder‘s values. We aspire to best practice in equal opportunities and anti-discrimination wherever we operate. Local legislation prescribes minimum standards which we follow and, where appropriate, seek to surpass. Hyder’s diversity and inclusion policy underlines the group’s commitment to promoting diversity and inclusion in all areas of recruitment, training and promotion, and to ensuring equality of opportunity and elimination of discrimination. We expect high standards of conduct from our people and have introduced group-wide education on the policies we have set for conduct and business ethics. We monitor understanding of these policies and compliance with the group’s equal opportunity policy, which offers equality of opportunity and support for disabled members of staff. We are committed to giving full and fair consideration to applications for employment made by disabled persons, and to encourage the training, career development, promotion and involvement in the workplace of disabled persons. Where applicable, we offer retraining to disabled staff to ensure that they can continue to perform work appropriate to their aptitudes and abilities.
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Page 3 and 4: Contents 1 10 13 13 32 35 Company O
Page 5 and 6: Our strategy continued Who we are:
Page 7 and 8: Our strategy continued Our structur
Page 9 and 10: Our strategy continued Our strategy
Page 11 and 12: Key Performance Indicators Inner We
Page 13 and 14: Results The order book increased su
Page 15 and 16: Chairman’s Statement continued M2
Page 17 and 18: Directors’ Report Business Review
Page 21 and 22: On the right track: Crossrail In Se
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Page 35 and 36: Directors and Advisors Directors Si
Page 39 and 40: Chairman’s introduction I am plea
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Page 45 and 46: Directors’ Report Corporate Socia
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Page 63 and 64: Business Review The company is the
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Independent Auditors’ Report to T
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CONSOLIDATED INCOME STATEMENT FOR T
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CONSOLIDATED CASH FLOW STATEMENT FO
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1. PRINCIPAL ACCOUNTING POLICIES Th
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1. PRINCIPAL ACCOUNTING POLICIES co
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1. PRINCIPAL ACCOUNTING POLICIES co
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2. SEGMENTAL ANALYSIS BY LOCATION O
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4. NET FINANCE INCOME 86 Hyder Cons
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6. EARNINGS PER SHARE (a) Number of
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8. GOODWILL 2012 2011 £’000 £
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10. PROPERTY, PLANT AND EQUIPMENT F
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11. TRADE AND OTHER RECEIVABLES con
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15. FINANCIAL INSTRUMENTS The group
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15. FINANCIAL INSTRUMENTS continued
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15. FINANCIAL INSTRUMENTS - DISCLOS
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17. DEFERRED TAX Deferred tax is ca
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20. SHARE BASED PAYMENTS Share opti
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22. OTHER RESERVES 106 Hyder Consul
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24. ACQUISITIONS The group purchase
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25. EMPLOYEE COSTS (a) Employee cos
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26. POST EMPLOYMENT BENEFITS contin
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26. POST EMPLOYMENT BENEFITS contin
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29. RELATED PARTY TRANSACTIONS The
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INDEPENDENT AUDITORS’ REPORT TO T
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PRINCIPAL ACCOUNTING POLICIES The F
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6. CALLED UP SHARE CAPITAL Issued a
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11. SHARE BASED PAYMENTS Share opti
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NON-STATUTORY INFORMATION - SUMMARY
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Hyder Consulting PLC Annual Report 2012

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