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Our People

We understand that our people are an important driver in the execution of our corporate mission and meeting our environmental, social and economic goals.  The honesty, integrity, skill and sound judgement of our employees, officers and directors is essential to Atlantica’s reputation and success. We seek employees who have the right skills and who understand and embody the values and expected behaviors that guide our business activity.  Our career development program, performance assessment and skill training programs are aimed at talent retention.  Our values and code of conduct set out the expected qualities and actions of all our people. 

In order to receive feedback and engage our employees, we perform periodic employee climate surveys to assess employees’ satisfaction.  The survey is administered by a third party and results are aggregated, shared and discussed with supervisors.  Employee confidentiality is maintained. 

We utilize a platform, called Meta4, as our global system for human resources management.  Meta4 is accessible for all Atlantica employees, regardless of location or position.  It is an interactive tool that allows employees to access and manage their development, reviews, benefits, compensation, work time planning. 

Our compensation policy is based on three pillars:

  • Employee performance and target achievement
  • Internal salary structure
  • Market remuneration studies

As of December 31, 2017, we had 185 employees compared to 175 employees as of December 31, 2016. 

The following table shows the number of employees as of December 31, 2017 and 2016 on a consolidated basis:

Number of employees

Recruitment and Retention

Attracting, hiring, developing, training and retaining right talent is one of the missions of our human resources team.  In our recruitment, we use a wide range of tools to ensure access to a right pool of candidates: from job sites and professional social networks to external consultants.  Interviews on several levels are a key step in our recruitment process.  A future supervisor and a human resources specialist hold separate interviews with each short-list candidate to compare feedback and ensure a right selection.  In addition to interviews, final candidates also undergo psychometric tests as well as aptitude and labor personality tests to avail data on compatibility with the position and the Company.

During 2017, we continued to have low employee turnover of 3.8% which declined from 4.1% noted during 2016.  In terms of prolonged absences, 17 of our employees took parental leave in 2017 and 6 employees enjoyed a parental leave in 2016.  In both years, all employees returned to work. 

Our compensation policy is based on three pillars:

  • Employee performance and target achievement
  • Internal salary structure
  • Market remuneration studies

Our human resources department receives studies of remuneration studies from two separate external consultants detailed by position and location.  Employee remuneration is presented to the Remuneration Committee and reviewed annually to account for adjustments arising from the independent studies and employee performance. 

Diversity and Equal Opportunities

As of December 31, 2017, 79 of 185 employees were women, representing 43% of the Group personnel.  As of December 31, 2016, 70 of 175 employees were women, or 40% of the total headcount.

In terms of management, one of 8 members of senior management team, or 13% were women 2017 and 2016. 

In terms of our board of directors, there were no women in our 8-member board as of December 31, 2017.  As of December 31, 2016, there was one woman, or 13% of our 8-member board. 

Percentage of women

The graph below summarizes the age and gender diversity of our people as of December 31, 2017:

Employees by age and gender

Development and Training

Our global tool for human resources management, Meta4, helps us to detect strengths and weaknesses through which we can to boost improvement through definition of targets and necessary training.

In 2017, our employees undertook 805 courses or 10,830 training hours, which are outlined by category and year in the graph below. Technical staff, consisting of engineers and other technical specialists, half of whom were women, assisted 65% of the courses offered in 2017.

Training courses by category 2017