For the long-term success of our company, it is important not only to attract and retain new talented employees, but also to offer existing employees opportunities. As an employer, our focus is on encouraging development and further career opportunities within the company.
One important element of employee development is strong, global performance management. In 2008, we started introducing a uniform global performance management process. Introduction is proceeding successively for the 23 different functional groups (global grades or GG) within the company, which we are using, used to assess individual positions. In 2009 all employees in positions assigned to GG 15 and higher were included. In 2010, positions as of GG 13+ as well as all exempt employees in Darmstadt followed, corresponding to around 7,000 employees. In 2011, positions as of GG 10+ will be included, then bringing the total to 25,000. Each local organization has the option to decide whether the process should also be rolled out for employees in positions assigned to GG 9 and below, as these positions are often covered by collective agreements and affected by country-specific legal regulations.
Merck Millipore will also be integrated in this process in 2011. Performance management at Merck should measure not only employee performance, but also whether the performance conforms to the Merck Values. Based on the Merck Values, the Merck Competency Compass defines eight core competencies for developing employees. The model is being used internationally to assess employee performance and identify areas for development. The assessment based on the Compass is used to identify individual advanced training opportunities and also to design our seminar offers. In addition, we offer professional advanced training seminars. For example, we ensure that our employees achieve “good working practice” qualifications, also known as GxP training, by regularly completing training courses. Our employees have access to all advanced training opportunities via a global intranet site. In addition, the Platon learning platform offers online courses as well as on-site courses to more than 10,000 employees in Germany. A global platform is scheduled for launch in 2011. In 2009 and 2010, we invested an average of EUR 1,102 and 1,152 per person respectively for employee development activities.
