The 2013 activities plan sought to continue our human resource strategy which
focuses on the development of an integrated and sustainable management
model in line with the needs of our line of business. The following pillars were
reinforced:

  • Corporate Culture, by carrying out company-wide activities as a means of promoting REN’s Mission, Values and Culture
  • Corporate development and alignment with a view to promoting efficiency in the different activities, upgrading the structure to business development, internationalisation and competitiveness in the sector
  • Promotion of development policies and programmes along with actions to retain REN’s critical talent, which are all adapted to the needs of the organizational and individual development of our employees
  • Recognition of organizational and individual merit
  • Promotion of the consistency of REN’s activity with regard to personnel, ensuring equality and liaison between all of our policies

Human resources profile

Number of employees

At the end of 2013, there was a reduction of 8.7% in the number of REN
employees as compared to 2012. Age groups and the average time employed
with the company remained stable.

Number of
employees
‘11 ‘12 ‘13
Employees with permanent and term contracts 734 733 671
Interns 5 2 5
Total 739 735 676

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  ‘11 ‘12 ‘13
Average age 44,4 44,6 44,4
Average time employed at company 16,8 16,9 16,9

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ROTATION RATE

ROTATION RATE 11
‘12 ‘13
Men 2,9% 3,4% 9,1%
Women 1,3% 1,3% 2,4%
Total 4,3% 4,7% 11,5%

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Rotation rate by age group ‘11 ‘12 ‘13
up to 30 years old 1,2% 0,5% 1,4%
from 30 to 50 years old 1,1% 1,2% 2,3%
over 50 2,0% 3,0% 7,8%
Total 4,3% 4,7% 11,5%

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In 2013, the rotation rate rose significantly as compared to 2012 as a result of the
pre-retirement programme with the aim of rejuvenating the organization.

With regard to retirement, it is expected that around 16% of REN’s employees
will retire in the next five years and that this figure will rise to about 31% in the
next 10 years.

Diversity ‘11 ‘12 ‘13
Men 580 576 527
Women 159 159 149
Total 739 735 676
Rate men / women 21,5% 21,6% 22,0%

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Diversity (management) ‘11 ‘12 ‘13
Men 30 31 22
Women 8 9 8
Total 38 40 30
Rate men / women 21,1% 22,5% 26,7%

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It is important to note the growing presence of women employees at REN in
recent years, especially in top management and management positions, rising
5.6% in the past 3 years. This result reflects a policy to have a balanced ratio of
men and women in management positions at REN, which is viewed as an asset.

The following table shows the distribution of employees according to gender and
professional category, where it is possible to discern the growing percentage of
women in management positions.

Distribution of employees by gender and professional category

 

Functional Group ‘11 ‘12 ‘13
Top management 38 40 30
Women 8 9 8
Men 30 31 22
management 60 59 48
Women 10 9 10
Men 50 50 38
Technical / operational coordination 43 45 27
Women 3 1 2
Men 40 44 35
Staff 298 299 306
Women 79 83 80
Men 219 216 226
Operational 217 208 194
Women 5 3 3
Men 212 205 191
Administrati 83 84 71
Women 54 54 46
Men 29 30 25
Total 739 735 676

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Distribution by
age group (top
management)
‘11 ‘12 ‘13
up to 30 years old 0 1 1
from 30 to 50 years old 13 17 14
over 50 25 23 16
Total 38 40 30

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Distribution by age
group (management)
‘11 ‘12 ‘13
up to 30 years old 0 1 1
from 30 to 50 years old 34 36 29
over 50 26 22 18
Total 60 59 48

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Distribution by
age group (remaining
employees)
‘11 ‘12 ‘13
ATÉ 30 ANOS 86 80 72
DE 30 A 50 ANOS 318 318 316
ACIMA DE 50 ANOS 237 238 210
TOTAL 641 636 598

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According to overall trends, the oldest age groups are concentrated in the
top management positions. Efforts to bring down the average age level have
impacted mainly on staff carrying out middle management duties and other
areas where workers are mostly aged between 30 and 50.

Number of employees ‘11 ‘12 ‘13
Permanent contracts 696 692 651
Term contracts 38 41 20
Trainees 5 2 5
TOTAL 739 735 676

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REN’s contracting policy, as well as the consistency and maturity of activities, is
reflected in the type of contractual relationship. The majority of REN employees
have permanent contracts.

Human Resource Programmes | REN provides learning opportunities and promotes the development of its employees

 

Academic
qualifications
‘11 ‘12 ‘13
PhD 1 1 1
Women 0 0 0
Men 1 1 1
Master’s Degree 59 67 78
Women 15 17 23
Men 44 50 55
Licentiate 318 322 294
Women 90 91 83
Men 228 231 211
Bachelor 27 26 22
Women 2 1 1
Men 25 25 21
Secondary 225 223 207
Women 31 30 28
Men 194 193 179
9th grade 74 63 49
Women 17 16 11
Men 57 47 38
6th grade 18 18 15
Women 4 4 3
Men 14 14 12
4th grade 17 15 10
Women 0 0 0
Men 17 15 10
Total 739 735 676
Degree holders 55% 56% 58%
Non-Degree holders 45% 44% 42%

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The average level of REN employee qualification continues to increase as a result
integrating better qualified staff capable of dealing with REN’s business needs
and challenges.