Attracting, retaining, and developing talent allows CMPC to set up the skills and competencies to implement its strategy. In this way, productivity, knowledge, leadership, and innovation become an asset to attract talent. When we talk about development, we refer to the possibilities of professional and personal growth that we promote as a company.

This is based on six corporate competencies and their associated behaviors. In addition, we have a performance appraisal that includes self-assessment and feedback from management, as well as calibration panels to identify critical positions, internal mobility, and organizational climate measurement, among others.

Below, we present two of the corporate programs that aim at the continuous development of CMPC employees:

Continuous Skills Development Program (CSD)

The CSD model leverages from our company’s operational excellence model -“BEST”. This model arises after an operational failure, as a mitigation action that allows employees to be trained to avoid and know how to respond to an event of similar characteristics in a common and standardized way. Among the objectives sought by the CSD model are:

• To provide a consistent and measurable training process.
• To maintain a flexible and highly skilled workforce.
• To develop and retain qualified collaborators.
• To provide a system to document and track job-related skills in all positions, including those qualified to train others in each job.
• To encourage lifelong learning and professional development.

The benefits of the CSD program are:

1. It shortens the learning curve (training time) to learn new skills.
2. Reduces staff turnover and improves employee retention.
3. Increases the work skills and flexibility of all employees.
4. Improves multiple manufacturing measurements: quality, cost, delivery, OEE and process reliability.
5. Increases employee engagement and satisfaction.
6. Sets and defines objective performance expectations.
7. Measures all collaborators’ results with consistent methods and tools (leveling the playing field).

The Continuous Skills Development program has a positive impact on process reliability and operational excellence. The program’s quantitative impacts include up to a 34% improvement in production processes, with time savings of 37 hours gained in increased production since machinery downtime decreased; and cost savings of USD 150,000 in the timber business.

Six Sigma – Green Belt Certification

Six SIGMA is a process improvement methodology focused on reducing variability, achieving the reduction or elimination of defects or failures in the product delivery and customer service.

During 2022, training on this methodology has been imparted to various the company’s collaborators to implement this improvement system in their teams. This training provides the teams with the necessary tools for the development of projects that allow a deeper process analysis and control, and the visualization, identification and management of quantifiable gaps with expected benefits within the processes, considering the complete dimension of the process and resources available. It also establishes intermediate objectives that ensure the control and achievement of goals and reverse the identified gaps.

Through this initiative, a DMAIC cycle is articulated:

• DEFINE: Define the process and the problem
• MEASURE: Measure our performance
• ANALYZE: Analyze the process looking for problems and root causes
• IMPLEMENT: Determine and implement improvement actions
• CONTROL: Maintain the improved process

The quantitative impacts of the Lean Six Sigma program include the improvement of efficient energy production, optimization of maintenance costs, reduction of chemicals’ consumption, improvement of performance in pulp production, reduction of production failures. (Maderas/Bosque/Pulp/Sack Kraft, Corrugados, Boxboard, Edipac). During 2022, 61 new projects began to be developed with an impact of approximately 32 MM USD.