Download annual report 2010 - Port of Rotterdam

The Port of Rotterdam Authority Annual report 2010
In January 2010 the ‘Inhuurdesk’ started operations, this is a ‘market-place’ concept
enabling interested parties to view all the external capacity required via the internet
site of the Port of Rotterdam Authority. This relates to positions for interimmanagement,
temporary capacity or specific expertise required temporarily.
Interested parties are able to bid for these assignments. The assignment is granted
to the party that offers the best price-performance proposal. The Port of Rotterdam
Authority expects this new procedure to increase transparency for all stakeholders
and enhance our knowledge of the competitive bidding of interested parties which
will, in turn, help the Port of Rotterdam Authority to assign postings at competitive
prices.
Diversity
The Port of Rotterdam Authority underlines the importance of a diversified work
force. We aim for a reflection of our workforce environment in our employees and
want a reflection of standards and values of our society as well. For practical
reasons and to focus our efforts we started to target women first. We signed the
treaty Charter Talent to the Top (Talent naar de top)’ on 4 May 2010. By subscribing
to this Charter, the Port of Rotterdam Authority committed itself to the development
an explicit strategy for recruitment, promotion and retention of more female talent in
top positions (Executive Board and second and third echelon). By doing so, the Port
of Rotterdam Authority aims to establish a more diversified work force. This will
improve our results and the quality of management decisions and also insure our
organisational demands for personnel are met in the long run. In concrete terms, we
aim to increase the percentage of female managers to 25% within five years. At
present, women constitute 16% of these management positions.
The Charter ‘Talent naar de top’ has been signed by 145 companies, financial
institutions, universities, trade unions and government bodies. On an annual basis,
they report to an instituted commission on their progress in respect of a number of
critical performance indicators.
Employee satisfaction
A 2010 survey demonstrated that our staff are, in general, very satisfied with their
jobs. We conduct an employee satisfaction survey every two years. In the May 2010
survey a score of 7.7 was achieved, our initial target for 2010 was a score of 7.3, the
score in 2008 was 7.2. The most important improvements in the period 2008-2010
were in: personal development, remuneration and cooperation within and between
departments. Our staff are more positive with regard to these specific topics. In
respect of personal development and remuneration, the 2010 score was almost a full
grade higher. However, the 2010 survey did suggest there was room for improvement
in: result-orientation, efficiency and the focus on shared objectives. These topics will
be addressed specifically in the coming period.
Employment conditions
On 27 January 2010, the Port of Rotterdam Authority and the trade unions reached
an agreement regarding the new company collective agreement on employment
conditions (Collectieve Arbeidsovereenkomst CAO). This agreement has been
ratified for the period from 1 January 2010 to 1 January 2012. In addition to an
increase in the salary scale amounts and the end-of-year employee bonus, the
agreement allows for an extension of the remuneration structure. This will enable a
better alignment of the employment conditions for personnel subject to the CAO and
personnel not subject to the CAO. The CAO is not applicable to senior management,
for which a supplementary structured remuneration policy has been agreed
combined with targets to be achieved. These targets are derived from the targets of
the Executive Board. Additionally, the agreement contains arrangements concerning
Report of the Port Authority > About the Port of Rotterdam Authority
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