Talent Development

The attraction, retention and development of talent enables CMPC to build all the knowledge, skills and abilities it needs to succeed in its strategy. Our main assets in attracting talent are our productivity, knowledge, leadership and innovation. Talent development, on the other hand, refers to the opportunities for professional and personal growth that the company fosters. For that reason, we have a performance review process based on six corporate competences and the behaviors associated with them and involving self-evaluation and management feedback. Additionally, we conduct regular assessments to identify key job positions, internal mobility options, and organizational climate performance, among others.

Total direct collaborators

2016 2017 2018 2019
Average workforce size 17,145 17,139 17,247 17,581     

Employee turnover rate

2016 2017 2018 2019
Rate (%)  21% 18% 18% 19.1%

Performance review

2016 2017 2018 2019
Share of executives, professional and technical staff evaluated  79.9%
Share of operators evaluated 16.3%

Training

2016 2017 2018 2019
Hours of training as a percentage of total hours worked 1.1% 1.3% 0.9% 0.7%

Unionization

2016 2017 2018 2019
Share of unionized workers 56% 59% 58% 60.4%

Union benefits and coverage of collective agreements

2019
Non-unionized workers to whom union benefits

are extended (percentage of the total workforce)

3.1%
Percentage of workers covered by collective agreements 63.4%

Organizational climate

2016 2017 2018 2019
Satisfaction (%) with pride, credibility, respect, fairness and camaraderie on a consolidated basis  76% 79% 79% 79%

Organizational climate goal

Achieve a score of above 79% on pride, credibility, respect, fairness and camaraderie at every CMPC subsidiary across Latin America according to the Great Place to Work model.