Tools to promote employability
In the year when Vision 2016 was presented, there was an increased focus on employability:
the retention of jobs now and in the future, both at Rabobank and beyond. The virtual portal
containing career tools invites employees to take charge of this process themselves. The site
attracted more than 10,350 visitors in 2013 who took free career tests, and 12,040 tests were
completed altogether. Local Rabobanks organised a series of career markets aimed at
employability, including stands and workshops. The Professional Community Day featured
presentations of the new curriculum and of career opportunities at Rabobank Nederland and
Rabobank International.
In addition, there were department meetings aimed at employees aged 50+ and employees
who would be affected by reorganisations.
Employees were encouraged to participate in workshops, including the Onderweg naar Morgen
(The Road to Tomorrow) career-focused series. Employees also participated in the employability
programmes NuAanzet (for employees aged under 45) and BlijvendAanzet (for those over 45).
Connect4U assigns employees to temporary work experience positions within Rabobank Group.
At Rabobank International, Jobswap provides employees with the opportunity to swap jobs for
one week.
The Credittafel (Credit Table) provided employees with opportunities to complete a credit-risk
management project or credit risk traineeship within Rabobank Group. Another initiative saw the
establishment of regional 'talent tables' in order bring together supply of and demand for talent.
Samen Werkt! and Nieuw Perspectief mobility centres
Rabobank will employ fewer people in 2016, and those people will be employed in different
positions than today. Employees who cannot be reassigned within the Rabobank organisation
will be closely assisted in finding new jobs. Rabobank feels great responsibility in supporting
employees in this process, and indeed job mobility is the main objective of the severance plan
(Sociaal plan).
Professional assistance to help employees find new positions and a consistent implementation
of the Sociaal plan are two of the main goals of Rabobank's Mobility Centre, Samen Werkt!
The centre is a partnership between a number of regional mobility centres with flexible teams
of migration managers who work closely with two professional external parties. A total of 701
redundant employees have registered with Samen Werkt! since its launch in September 2013.
Redundant Local board of directors members of local Rabobanks and employees of Rabobank
Nederland are assisted by Rabobank Nederland's Nieuw Perspectief mobility centre.
Other developments
Disputes Procedure and whistleblower regulation
The objective of the Employment Disputes Procedure is to resolve conflicts by helping the
manager and employee concerned reach a solution independently, to the extent possible.
The number of disputes reviewed in 2013 was virtually unchanged from 2012: a total of 265
disputes were reviewed (versus 257 in 2012). Of these disputes, 245 were reported in 2013;
the other disputes originated in 2012 and continued into 2013. The majority of these disputes
pertained to future opportunities relating to employee performance and to organisational
changes; the remaining ones related to individual performance, reorganisation, terms of
employment or working relationships. The majority of these disputes were resolved through
counselling (218). Counselling services were provided in eight cases, while mediation services
were provided in 25 cases. In addition, the Employment Disputes Committee delivered a
binding ruling in 14 cases.
99 Employees
