Career developmentREA has a number of strategies in place to nurture talent within its workforce. This includes an annual programme of in-house training, participation in external training courses and regular outbound activities.
To improve productivity, the group aims to ensure that employees at every level within the organisation are rewarded based on their performance. Performance from assistant to director level is evaluated annually in relation to a pre-agreed set of quantitative and objective key performance indicators (KPIs). The reward system is under regular review and is subject to change if more effective methods for improving productivity are found. In 2018, the system of compensation and benefits was further refined to incentivise productivity by awarding quarterly bonuses to harvesters who achieve certain graduated targets. In addition, the group introduced an additional allowance for harvesting tall trees. This enhanced compensation package has led to a marked improvement in harvester productivity.
The group aims to maintain and improve management standards by facilitating the upward mobility of promising employees and by recruiting and training new graduates. The mechanism for this is the group’s long established cadet training programme. The programme is run from the group’s central training school and provides participants with theoretical and practical training in all aspects of plantation management. Cadets who successfully complete the training are appointed as assistants on the group’s estates, in the mills and various other departments. Over the last 20 years, 383 cadets have participated in this programme of whom two-thirds are still employed by the group. 24 people enrolled in the 2017/2018 programme, all of whom successfully graduated and progressed to positions in the group’s mills, the established and developing estates, and the technical services and health and safety departments.
Help with career advancement is not restricted to the cadet training programme. To equip employees at every level with the skills and knowledge to perform effectively and to advance their careers, the group also runs an annual training programme for established staff. The programme is designed by the group’s training manager, based on input received from every department, and consists of both in-house training and participation in external training and conferences.
By assisting employees to realise their full potential REA aims to fill vacancies through internal promotions wherever possible.