Operating Structure
A significant part of the Group's success derives from the clarity and accountability of its management structure. The core of this structure is the individual business unit which normally comprises a separate office or activity, each of which is treated separately for the purposes of budgeting and accounting. From time to time business units are grouped into either functional or geographical areas. This organisation is capable of delivering and managing significantly more organic and acquired growth. Equally at a time of financial and economic uncertainty as the world is currently experiencing our attention to detail and focus on cost management will enable us to operate the Group efficiently.

The Group provides support to the marketing functions of its activities through its business information unit, which is also responsible for the Group website and intranet. We continued to make significant investments in the intranet and website during 2008 as they are the main mechanism we use to develop internal and external communications in the Group. In order to do this we also continued to upgrade our IT networks. The businesses in England,Wales and Scotland are supported by centrally run accountancy and personnel functions, with these services being provided locally in Ireland and the Netherlands. The offices in Australia, USA, Canada, Malaysia and Singapore are managed as part of the Energy division and have local accounting and support staff.

Equal Opportunities in Employment
RPS provides equal opportunities for all its employees and potential employees regardless of their sex, sexual orientation, age, race, religion, ethnic origin, disability, marital status, colour and nationality. The policy applies to the advertisement of jobs, recruitment and appointment, training, conditions of work, pay and to every aspect of employment.

We recognise our obligations to ensure that people with disabilities are afforded equal opportunities to employment and progress within the Group.

RPS' policy on equal opportunities covers all areas of discrimination.

Training and Continuous Professional Development
RPS is committed to the training, education and development of its employees to increase effectiveness,

develop potential and ensure adequate succession planning. RPS is named as one of Britain's Top Employers 2009 by the Corporate Research Foundation. The CRF report, published in April 2009 by Guardian Books, gives RPS top rating with five stars for 'Company Culture'; 'Training and Development' and 'Pay Benefits'. RPS received four and a half stars for 'Career Development' and 'Working Conditions'. These high scores place RPS in the UK's top 10 employers of choice.

Divisional Directors, 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 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.

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