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Job Quality

Talent Management

Ferrovial has grown exponentially in recent years, and it has also experienced intense diversification and internationalization. For this reason, it is vital for the company's business interests to have a global people management model that can provide the company with the capacities (knowledge and abilities) needed to ensure its sustainable progress. Voluntary staff turnover was at 10.87% in 2008 and 10.25% in 2007. The average staff turnover rate for women has dropped considerably from 28.95% last year to 13.75% in 2008.

Performance Evaluation

Thanks to the system of evaluation according to abilities (e-performance), the organization is able to identify the strengths and opportunities for improvement of employees with a view to planning training and advancement activities attuned to their needs. The goal of the performance evaluation is to ensure equal-opportunity treatment for all employees when it comes to improving their abilities through training and career advancement. The evaluation includes the opinion of the employees immediate superior regarding his/ her chances of promotion in the medium term. This process, performed on an annual basis and currently limited to Spain, had a participation rate of 68% this year. The companys intention is to gradually increase the number of employees who receive this evaluation.

Professional Development

Performance evaluation processes allow the identification of facets that employees need to develop, which can be accomplished with the Personal Advancement Plans that are drafted during evaluations. Also, the companys process of internationalization, diversification and sustainable growth has resulted in an increasing number of overseas relocation requests among Ferrovial employees. Willingness to relocate abroad is needed by the company, particularly among personnel with extensive knowledge of the business at the global level. At present Ferrovial has 426 Spanish employees posted overseas.

Management Succession

Planning Management succession planning aims to cover any possible vacancies in senior positions by creating a reserve of qualified successors. This process, which affects the top management levels in Ferrovials Business Units, facilitates the creation of a pool of management candidates by identifying professionals with leadership potential. It also ensures the continuity of management positions and the organizations strategic planning by minimizing the impact of changes in positions of responsibility.