Boskalis CSR report 2017

CSR 2017 – BOSKALIS 49

YOUNG PROFESSIONAL PROGRAMS In order to develop the skills and knowledge of our young professionals, we offer competency development programs in the areas of planning, calculation, risk management and contract management. We also take on young professionals with up to five years’ work experience from outside Boskalis. In 2017, a group of seven young professionals, with a background in cost engineering, embarked on a one-and-half-year post-bachelor Cost Engineer Program developed by Boskalis in collaboration with the Dutch Association of Cost Engineers, and approved by the International Cost Engineering Council. The course combines learning with working practices in various Boskalis divisions. A four-week Boskalis Surveyor Graduate Program was attended by ten young survey professionals. The program is geared towards introducing participants to the diversity of Boskalis projects and MANAGEMENT DEVELOPMENT PROGRAMS Leadership and personal development are ongoing points of attention within our organization. Developing personal leadership, building an internal network and encouraging innovation and entrepreneurship are important core values in our management development programs. Middle management should prioritize the learning and development of employees, creating a culture that stimulates open idea sharing. The new, one-year Boskalis Operational Development Program kicked off in March. A group of twenty project managers from the Dredging & Inland Infra, Offshore Energy, and Towage & Salvage divisions worked on improving hard and soft leadership skills, safety, professional development and on stimulating company-wide knowledge sharing. PERFORMANCE MANAGEMENT Recording and supporting the personal development of our employees is key to following each employee’s development needs and translating these into inspiring learning solutions. With the talent management module of our HR information system Workday, performance management is now implemented throughout the organization. The entire performance management cycle is therefore conducted in a uniform and interactive way. The aim is to review each employee’s performance on an annual or semi-annual basis. work scope, and preparing them to be able to operate independently and safely on-site at projects worldwide.

EMPLOYEE ENGAGEMENT AND ENHANCED EMPLOYABILITY An engaged workforce is key to achieving our ambitions. In a labor market where it is becoming more difficult to attract certain specialists and where a proper work/life balance is increasingly valued as important, engagement is paramount. Clients demand flawless execution of ever more complex projects. This requires employees to have an even broader skills set. In order to be ready for the future, a number of processes have been initiated to optimize the quality, quantity and diversity of the international operations pool. By way of increased mobility between staff and project organizations, we aim to stimulate personal and knowledge development and improve employee career perspectives, thereby enhancing their employability. Conversely, such mobility will stimulate knowledge sharing within Boskalis and boost our innovative power. The Dredging division initiated the establishment of an international pool for vital project positions, such as superintendent, site engineer, planner and document controller. The program gives employees the opportunity to develop wider skills, thereby allowing us to increase our capacity and to deploy the right competencies when and where we need them. In order to remain successful in an increasingly competitive market, a four-day Contractual Awareness course has been developed in collaboration with TSM Business School. This course is focused on our project-driven business for people operating at the very frontline. The participants are coached to overcome challenges faced by them in the increasingly competitive and innovation driven marketplace. The course was given twice in 2017, with a total of 30 people from throughout Boskalis attending. In addition, both the Dredging as well as the Offshore Energy divisions launched a Commercial Awareness program to improve competencies in this area. It is planned to have 80 people follow the commercial awareness training in 2018. Boskalis engages in close and structural consultation with the employee representation bodies regarding subjects relevant to our employees, in accordance with the laws of the countries where we are based. Our operations in the Netherlands account for 54% of our workforce. The dialogue with the Dutch Works Council was once again open and constructive in 2017. Topics discussed included the rationalization plan for the Boskalis Papendrecht offices and the harmonization of working conditions of recently acquired companies. For all subjects, the Dutch Works Council rendered a positive advice or consent.