Human Resources

The average number of ROTO employees in 2019 was 808 FTEs: 459 in the Netherlands and 349 abroad (2018: 835 FTEs on average; 450 FTEs in the Netherlands). In particular as a result of the sale of Métal Déployé, the average number of FTEs outside the Netherlands was 36 less than in 2018. The number of FTEs increased by 5 by comparison with 2018 in the Business Unit Zinc recycling and by 12 FTEs in the Business Unit Surface treatment as a result of increased business activities. At the end of the financial year, our workforce consisted of 794 FTEs (2018: 844 FTEs).

If the nature and size of the activities remain unchanged, the number of employees will not change structurally in 2020 because the expected organic growth can be met using our current capacity.

Demographic FTE profile

Education

In 2019, the centrally organised management development plans initiated in 2017, will be continued on an individual basis. In addition, employees have followed specific training courses at an individual level. Partly due to the introduction of a training budget, employee education and training are more emphatically on the agenda.

The Staco Academy, the in-house developed training programme of the Business Unit Grating technology for new employees and for employees who want to update their knowledge, was well attended.

At the Business Unit Surface treatment, all the direct employees of one Rotocoat location attended a lifting course, a group of Polish agency employees started a Dutch language course, and some managers and office employees started a training course in Hot-dip Galvanising and Duplex systems. At the Business Unit Surface treatment the Personal Development Plan has also been introduced for middle management as a whole. If successful, it may be rolled out further to the other Business Units.

“ROTO encourages employee training.

Absenteeism

The absenteeism percentage for the ROTO companies in 2019 was 6.0% (2018: 5.6%). This is well above the ROTO ambition of 4%. Relatively high absenteeism at Staco Polska and Rezinal means that a shift is visible between Dutch and foreign companies. The absenteeism rate at the production companies located in the Netherlands was 5.9%. At 0.89, the absenteeism frequency was virtually unchanged from 2018, which means that an average of 1 in 10 employees has not reported ill during the year.

Interest in the employees from management helps to reduce absenteeism but encouraging healthy eating, more exercise and cycling to work can also actively contribute. In 2019, the duration of absence fell from an average of 36.3 days to 26.1 days. A strong negative effect in this respect resulted from Dutch employees who are covered by the obligation to continue paying salary for 104 weeks. In other countries, social legislation is structured differently and the obligation to continue paying salary is often shorter.

The absenteeism policy continued to be implemented strictly, with a focus at an early stage on the reintegration and employment options for the employee in the longer term. The current regulations in the Netherlands do not provide enough openings and, unfortunately, they even seem to be counterproductive in many cases in terms of tackling the problem adequately. Even the way in which the transitional payment is being implemented in legal terms provides an indication of the road being taken by Dutch regulations. The target for absenteeism remains unchanged at 4.0% and the ROTO companies based in the Netherlands are facing a particular challenge.

Human Resources

The average number of ROTO employees in 2019 was 808 FTEs: 459 in the Netherlands and 349 abroad (2018: 835 FTEs on average; 450 FTEs in the Netherlands). In particular as a result of the sale of Métal Déployé, the average number of FTEs outside the Netherlands was 36 less than in 2018. The number of FTEs increased by 5 by comparison with 2018 in the Business Unit Zinc recycling and by 12 FTEs in the Business Unit Surface treatment as a result of increased business activities. At the end of the financial year, our workforce consisted of 794 FTEs (2018: 844 FTEs).

If the nature and size of the activities remain unchanged, the number of employees will not change structurally in 2020 because the expected organic growth can be met using our current capacity.

Demographic FTE profile

Education

In 2019, the centrally organised management development plans initiated in 2017, will be continued on an individual basis. In addition, employees have followed specific training courses at an individual level. Partly due to the introduction of a training budget, employee education and training are more emphatically on the agenda.

The Staco Academy, the in-house developed training programme of the Business Unit Grating technology for new employees and for employees who want to update their knowledge, was well attended.

At the Business Unit Surface treatment, all the direct employees of one Rotocoat location attended a lifting course, a group of Polish agency employees started a Dutch language course, and some managers and office employees started a training course in Hot-dip Galvanising and Duplex systems. At the Business Unit Surface treatment the Personal Development Plan has also been introduced for middle management as a whole. If successful, it may be rolled out further to the other Business Units.

“ROTO encourages employee training.

Absenteeism

The absenteeism percentage for the ROTO companies in 2019 was 6.0% (2018: 5.6%). This is well above the ROTO ambition of 4%. Relatively high absenteeism at Staco Polska and Rezinal means that a shift is visible between Dutch and foreign companies. The absenteeism rate at the production companies located in the Netherlands was 5.9%. At 0.89, the absenteeism frequency was virtually unchanged from 2018, which means that an average of 1 in 10 employees has not reported ill during the year.

Interest in the employees from management helps to reduce absenteeism but encouraging healthy eating, more exercise and cycling to work can also actively contribute. In 2019, the duration of absence fell from an average of 36.3 days to 26.1 days. A strong negative effect in this respect resulted from Dutch employees who are covered by the obligation to continue paying salary for 104 weeks. In other countries, social legislation is structured differently and the obligation to continue paying salary is often shorter.

The absenteeism policy continued to be implemented strictly, with a focus at an early stage on the reintegration and employment options for the employee in the longer term. The current regulations in the Netherlands do not provide enough openings and, unfortunately, they even seem to be counterproductive in many cases in terms of tackling the problem adequately. Even the way in which the transitional payment is being implemented in legal terms provides an indication of the road being taken by Dutch regulations. The target for absenteeism remains unchanged at 4.0% and the ROTO companies based in the Netherlands are facing a particular challenge.