Operations
Key Business Drivers
- the commercial advantage to be gained by developing or redeveloping land, other natural resources such as minerals and oil and gas, or buildings; this requires proper planning, design and evaluation of the potential effects of the proposed development;
- the necessity for public agencies, privatised utilities, regulated businesses and their agents to provide adequate infrastructure; again such provision requires proper planning, design, evaluation of environmental effects and risk management;
- the necessity to comply with legislation which relates to planning, environmental and health and safety matters; this regulation and legislation derives from the activities of both the European Union and national governments and continues to expand at a rapid pace; and
- the need to manage and, where possible, eliminate risk which may arise from environmental or health and safety issues; potential risks arise when, for example, assets are being purchased and/or developed or from the existence of substances which, if not properly disposed of or managed, could damage the natural environment or human health.
The world is beginning to take seriously the need to do something about the interconnected problems of:
- climate change and the need to reduce carbon emissions; and
- sourcing safe and secure energy supplies to enable global economic growth to continue.
RPS' skills and experience place us in a strong position to be able to benefit from the actions that will be taken to deal with these fundamental problems. This underpins our long term growth.
Employees
The Group remains committed to
creating an employment environment
which will attract, retain and motivate
employees of high calibre. Throughout
the Group emphasis is placed upon
personal development to meet both
today's needs and those of the future.
Employee communication and
consultation is encouraged at all levels
of the business. The criteria for
selection and promotion are the
individual's suitability for the position
offered based on their qualifications,
experience, skills and abilities. Business
units manage the remuneration of staff
within the guidelines of approved
annual budgets. We have all the
traditional personnel management
structures within our business carrying
out all the necessary administrative
functions. There are able personnel
management groups dealing with
staffing issues in each country within
which we operate.
The employees of the Group are able
to participate in the success of the
Company through the Company's
Share Incentive Plan (SIP) and Share
Purchase Plan (SPP) and Performance
Share Plan (PSP). The SIP and SPP are
open to the majority of Group
employees and offers them the
opportunity of purchasing shares with the Company
providing one matching
share for every employee purchased
share. The PSP is available to senior
members of staff and enables them to
build significant equity participation over
a period of years.