The average number of ROTO employees in 2020 was 765 FTE: 442 in the Netherlands and 323 abroad (2019: 808 FTEs on average; 459 FTE in the Netherlands). As a result of the coronavirus, the average number of FTE decreased compared to 2019. The decrease is noticeable in the Business Units where business activities have decreased. At the end of the financial year, the work force consisted of 773 FTE (2019: 794 FTE).
If the nature and the size of the activities remain the same, the number of employees will not change structurally in 2021. On the one hand, the late cyclical effects from the building sector could lead to a downward trend, on the other hand a possible end to the covid crisis could also trigger an economic revival.
Demographic FTE profile
Training and development of employees also remains a central theme. In addition to some specific training courses for individual employees, programs have been started for retraining groups of employees or entire departments. At some locations, all employees have been invited to VCA training regarding health and safety and specific lifting training. Partly by making specific training budget available, training and development of employees is more clearly visible on the agenda.
At the Business Unit Grating technology, the Staco Academy, an internally developed training program for new employees and for employees who want to update their knowledge, was also well attended in 2020. In addition, the sales managers and support staff have been specifically trained on skills that are in line with Staco’s mission.
At the Business Unit Surface treatment, a group of Polish temporary workers took a Dutch course and several managers and office workers followed a training hot-dip galvanising and Duplex systems. Some staff members with managerial duties are currently following a higher vocation education (HBO) course during the weekend and evening hours. The covid crisis sometimes makes on-site training impossible, slowing it down.
By following training courses, various employees experienced a positive development in 2020 and several vacancies were also filled internally. This is very important with a labour market that will only become tighter in the future.
“ ROTO encourages employee training.
The absenteeism percentage for the ROTO companies in 2020 was 6.5% (2019: 6.0%). This is well above the ROTO ambition of 4% but given covid-19 and the national clinical picture, this is not so bad. In addition, the ROTO companies have had to deal with so-called quarantine absenteeism. As a result of the government measures, colleagues were unable to work after contact with individuals that were tested positive. Quarantine absenteeism is not registered as absenteeism but has had a material impact on the employability of employees, especially during the time when testing was not yet possible or only limited.
At 0.95 the absenteeism frequency was slightly higher than in 2019 (0.89). This means that on average only 1 in 20 employees has not reported ill during the year. This is more than half of the employees: some employees fall ill several times a year. In 2020, the duration of absence increased from 26.1 days to 35.6 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. Abroad, social legislation is structured differently and the obligation to continue paying salary is often shorter.
“ Interest in the employees from management helps to reduce absenteeism...
Interest in the employees from management, stimulating healthy eating and a healthy lifestyle, more exercise and cycling to work, can actively contribute to reducing absenteeism.
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 options for reintegration into other positions and, unfortunately, they even seem to be counterproductive in many cases in terms of tackling the problem adequately. The target for absenteeism remains unchanged at 4.0% and the ROTO companies based in the Netherlands are facing a particular challenge.