Business unit Directors and their appointed project managers and full-time professional trainers are responsible for the management of training and for the verification of technical competence for project personnel, in accordance with our quality management system.
We aim to identify and provide training, education and development for employees, in order that they can develop and apply this knowledge to greater and more demanding roles in the future. Wherever possible we try to identify successors to key posts within the organisation as part of our ongoing succession management policy. All externally advertised posts are first published on the JoinRPS.com careers website which is promoted internally via the Group's Intranet. Central to identifying our training and educational needs is staff appraisal.This activity is concerned with developing staff by identifying and meeting performance and training needs as well as developing individual potential.
RPS in Australia provided support and assistance to staff with general inductions, relevant training and continuous professional development as appropriate. During 2007, in addition to in-house training and mentoring, RPS provided financial support to staff seeking to improve their qualifications with course fees and time off work to attend relevant college or university courses by pre-agreed arrangement.
Ongoing Professional Development and Training is now a requirement with many of the professional bodies of which RPS staff in Australia are members. Staff were encouraged to attain membership and ongoing accreditation with these bodies
and in pursuit of this aim staff attended relevant courses, seminars and conferences.
Support was also given to undergraduates undertaking studies relevant to RPS’ business in Australia at selected institutions. Senior RPS technical staff were invited to act as technical mentors to students completing their applied science projects, theses and Masters studies. Some undergraduate and postgraduate students then worked with RPS during University vacations with a view to taking up full-time employment with RPS upon completion of their studies.
Group |
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| 2007 | 2006 | |
| Average number of employees |
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| Average number of employees | 4,093 | 3,438 |
| Days absent (%) | 1.1 | 1.4 |
| Average length of service (years) | 3.7 | 5.0 |
| Working part time (%) | 8.7 | 15.4 |
| Retention Rate (%) | 86 | - |
| Women | ||
| All employees (%) | 33.2 | 29.8 |
| Ethnic minorities | ||
| All employees (%) | 7.0 | 5.8 |
| Age profile | ||
| Employees aged under 25 (%) | 12.4 | 13.9 |
| Employees aged 25-29 (%) | 21.5 | 19.0 |
| Employees aged 30-49 (%) | 48.6 | 50.2 |
| Employees aged 50+ (%) | 17.5 | 16.9 |
| Pensions | ||
| Active members | 1,978 | 1,689 |
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Appraisals are intended to complement the standard staff induction programme on company policy and procedures, which covers topics including safety or equipment handling and involves assessments of competency on a more administrative level. Staff appraisal is a continuous process and is not limited to formal meetings. However formal appraisal meetings take place in many parts of the Group at least once a year.
RPS is a recognised commercial training provider in a number of specific technical fields and is certified by such external bodies as CCNSG (ECITB) on site safety courses. RPS operates a CIWEM approved structured training scheme for its chartered water and environmental engineers and MICE and MIEI approved CPD schemes for civil engineers in the UK and Ireland. Our aim is to help the development of individuals throughout their employment with the Company, by underpinning the strengthening skills and professional ethics, whilst broadening their business knowledge. One of the key objectives of the scheme is the long-term commitment to CPD of all existing staff within the organisation.Thereby individuals are always able to demonstrate technical experience in specific sectors, such as the water industry, or in relevant aspects of environmental consultancy.
RPS' industrial architecture and civil engineering practice at Newark has an “Investors in People” accreditation recognising its commitment to staff training, internal communications and client feedback dissemination and response.The scheme not only focuses on the in-house training provision for school leavers and graduate level CAD technicians, but also on promoting best practice at every level of the business.