| Achievement of previous goals |
| Strategic goal | Action | By when? | Status | |
| Introduce a performance management system | - Implement performance management for all employees with target-setting, feedback and coaching
| 2013 | Introduced globally for around 88% of employees. In Darmstadt, nearly all employees are covered by Performance Management. Around 25% of them – or 2,200 employees – are subject to the globally consistent Performance Management Process using the ET Web. The remaining 6,800 are included in other performance management processes. | ongoing |
- Introduce development plans for all employees with performance evaluations, target-setting, feedback and coaching
| 2013 | | ongoing |
- Introduce development plans for all managers as part of the Performance Management Process
| 2012 | This goal, which was set in 2009, relates to Merck managers, excluding the managers from Millipore.
The development plans were introduced for all managers. | achieved |
- Introduce development plans for all managers of the Millipore Corporation, which was acquired in 2010
| 2011 | The managers of Merck Millipore have development plans, which will be transferred to the Merck system by the end of 2011, excluding the managers from Millipore | ongoing |
| Talent & Succession Management: Fill at least two-thirds of grade 16+ positions with internal applicants | - Identify suitable employees with management potential in the Talent & Succession Management process
- Define a process for targeted development and promotion of these employees
| continually | 76% of vacant management positions were filled by internal candidates in 2010. | achieved |
| Create a common understanding of our company values among all employees | - Participation of all employees in a Dialog Map Workshop
| 2009 | By the end of 2010, nearly all employees had taken part in a workshop. | achieved |
| Employee management: Evaluate the satisfaction and motivation of our employees | - Pulse surveys are conducted regularly
| Not defined | The Pulse survey was conducted in 2009 and 2010 and the results were presented to employees. Pulse surveys will continue to be conducted regularly.
The survey process has been established, the Pulse survey will be conducted in 2011 and thereafter on a regular basis every two years. | achieved |
| Increase the percentage of women in management positions | | Not defined | Percentage of women in top management (global grade 16+) was 11% in 2009, and 13% in 2010. Our new goal (see below) related to all women in management positions and no longer exclusively to women in top management. | ongoing |
Reduce workplace accidents in the entire Merck Group
(Lost Time Injury Rate = 5.0) | - Stabilize level achieved by focusing on select sites, such as with safety awards and safety culture assessments
| 2010 | - In 2009, the LTIR was 3.4
- In 2010, the LTIR was 3.0
| achieved |
| Adhere to the Merck standards defined in the Social Charter | - Adhering to the Social Charter is an integral part of the job of the managing directors of our companies. We have made the recorded key figures more complete and improved their quality; these figures will include in future data on all of the Merck Group employees.
| continually | Since 2010, Internal Auditing has audited our companies with respect to adherence to the criteria of the Social Charter. In 2010, 26 sites in 23 countries were audited; no violations of the Social Charter rules were found. The quality and completeness of figures were improved further; the 2010 data already include the Millipore sites acquired in 2010. | ongoing |
