Tools and policy
Vitality and absenteeism
Employee vitality was a key focus for Rabobank in 2013. In 2013, 67% of employees stated that
they 'felt vital'. A total of 73% of employees described themselves as 'engaged'. The average
score on the 'employability' scale is 68; the average score on the 'energy during work' scale is 69.
A relatively large number of employees were at risk of long-term absence in 2013 due to a high
workload and/or work-related stress (a total of 29% of employees experienced an increased
workload, while 15% experienced work-related stress). In 2013, 39% (versus 43% in 2012) of
employees did not call in sick at all. Of those who did call in sick, 81 had recovered within
one week.
The absenteeism rate at Rabobank Group came to 3.46% in 2013 (versus 3.66% in 2012), a 0.2%
decline from 2012. This brings the absenteeism rate below the standard of 3.7% set in the
Occupational Health Safety Policy Framework. The most common reasons for absenteeism are
psychological issues (48%; versus 45% in 2012) and complaints related to the locomotor system
(18%; versus 16% in 2012). In 2013, 7,076 employees - of a total of 31 local Rabobanks and 15
Rabobank Nederland units - completed a questionnaire included in the Working Conditions
Survey. This survey is held an average of once every two years and provides specific, clear
feedback from employees on how they view their work, the working environment, statutory
obligations, inappropriate behaviour in the workplace, work-related stress, and health. The
Working Conditions Survey provides the bank or unit with information on the bank's overall
'health'. Employees receive individual feedback, in which they are referred to the information
and interventions included on the HR Portal, as well as to the services provided by Health
Services Rabobank Group.
Two electronic Rabobank tests are available on the internal HR Portal: the vitality scan and the
resilience test. These tests allow employees to measure their personal vitality and resilience.
The tests refer employees to the services provided by Rabobank to help improve vitality
and resilience.
Health Services Rabobank Group annually evaluates the activities of confidential counsellors, in
order to monitor the number and nature of the reports received by these counsellors. In 2013,
a total of 70% (2012:66%) of the confidential counsellors were contacted. They received an
average of 3.3 reports each (2012: 2.2). These reports related to an industrial dispute,
inappropriate behaviour (bullying, aggression, discrimination and sexual harassment) or an
abuse within the organisation.
Strategic Resource Planning
In the past year, the Rabobank Strategic Resource Planning (SRP) system was developed under
the supervision of the HR department. SRP involves a process that assists local Rabobanks in
comparing the current number of employees and workforce against the desired future number
of employees and workforce, and subsequently to build towards the desired situation in a
systematic manner. Focusing on both the quality and quantity of employees, SRP represents
the first attempt to demonstrate to local Rabobanks in a clear, consistent, synchronised and
integrated manner the impact of innovation programmes on employees as well as a comparison
with 'best practice banks'and the qualities required from employees in the future. This provides
a basis for discussing performance development with individual employees, including plans
to achieve this development. The insights provided by SRP help to make an estimate of where
the workforce reduction will occur as a result of Vision 2016 and how a bank can facilitate
this reduction.
Annual Report 2013 Rabobank Group
