Employability
portal would be set up where career and employability tools would be easily accessible.
In addition, we extended the right of employees to participate in a procedure whereby they
can obtain accreditation equivalent to a certificate of secondary vocational education (MBO)
for competencies gained through experiential learning. This procedure means employees can
have their knowledge and experience officially recognised and documented in a certificate of
accreditation of prior learning. The CBA concluded in 2009 also provides for the possibility of
a procedure for obtaining accreditation of prior learning at the level of higher professional
education (HBO). The conditions relating to working hours have been amended to achieve a
better balance between the needs of clients, employees and the business in the CBA. Within
the context of social changes, the normal hours of business for customer contact centres have
been extended, and as an initial step towards introducing leave arrangements that do not
discriminate on the basis of age, employees who joined on or after 1 May 2009 are entitled to
187.2 hours'leave, irrespective of their age.
The Social Charter was amended to improve its application. Among other things, an
action plan for agreements to be made between employees and managers in the event of
redundancy was introduced. Agreement was also reached on ways to facilitate individually
tailored arrangements.
An organisation that changes as much as Rabobank needs to pay constant attention to
employability from the perspective of both the employer and employees. The bank acts as
a facilitator, creates conditions and invests, while employees are responsible for taking the
initiative for ensuring they remain employable. Employees and their managers agree on
personal development plans on a regular basis.These plans set out agreements on develop
ment goals and actions, such as attending courses, going on work placements, participating
in specific projects or obtaining accreditation for prior learning. A career check can also be
carried out to gain a better picture of the employee's future prospects. Several years ago,
Rabobank Seniorship was introduced for employees aged 45 and over who have held the
same position for some years. During 2009,109 employees made use of this facility, taking a
fresh look at their career path and life course with the aim of taking charge of the rest of their
career. During economic downturns, even Rabobank is forced to take a critical look at staffing
levels in relation to levels of activity. Organisational changes are unavoidable, and in some
situations will lead to employees becoming redundant. When such situations arise, employees
are provided with proper guidance, based on an individual approach aimed at finding the
best possible solution for each employee.
Surviving the crisis in good shape
The Rabobank Group Occupational Health and Safety Service continued to make a vital
contribution to the health of our organisation in 2009. When times are hard, paying attention
to health and employability is more important than ever, and during 2009 we maintained
our strategy aimed at reducing absenteeism due to illness, ensuring healthy, safe working
conditions and promoting health. Besides providing the usual support during periods of illness,
our occupational health policy focuses on prevention to an increasing extent. Current market
conditions and budgetary measures are putting employees and managers under increased
pressure. In view of the growing risk factors for the development of stress-related illnesses,
we launched 'Surviving the crisis in good shape', an action plan that consists of an awareness
campaign, workshops for managers, and discussions at various consultation forums.
Also in 2009, the Pandemic Working Group introduced a number of measures aimed at
minimising absenteeism due to swine flu.
Absenteeism due to illness
At 3.7% (3.8%), the rate of absenteeism in 2009 was slightly lower than in 2008. In 2009,
the direct costs of absenteeism (continued payment of salary during illness) amounted to
approximately EUR 117 (140) million. Absenteeism has been reported for the first and second
years of illness since 2009. Absenteeism is monitored and analysed by the Rabobank Group
Occupational Health and Safety Service. We try to help incapacitated employees return to
work on a full-time or part-time basis as soon as possible by providing them with support
during their absence and as part of their reintegration. Employees and managers have given
the level of support a score of 7.7.
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Report 2009 Rabobank Group
