HOW are we performing?
As part of our sustainability initiative, Ameren has sought to assess our performance–what we’re doing well and what we can do better. Members of Ameren’s internal corporate social responsibility Steering Committee collaborated to consider enterprise-level categories, areas of success and areas for improvement. Additional guidance was provided by our Executive Leadership Team and subject-matter experts. In this area, we asked, “How well does Ameren develop our current workforce and build a pipeline of future leaders?” Our assessment covers the past several years and is current through March 1, 2016.
| Priorities | Successes | Opportunities |
|---|---|---|
|
Focus on safety excellence |
Achieving high scores on safety-related questions within Ameren’s employee engagement survey. Safety is the strongest dimension and saw increases in scores in all questions in 2015. Being among the lowest in LWA cases in the utility industry. |
Continuing to emphasize that thinking drives behavior to reduce the number of incidents. |
|
Attract and retain top talent |
Being ranked by DiversityInc as No. 1 in the U.S. on its 2015 listing of the nation’s top utilities for diversity. (It is the 5th consecutive year Ameren has been recognized among the Top 5 utilities, and the first time at the top for creating an inclusive workplace, reaching diverse customers and having strong supplier diversity.) Being recognized as one of the Top Military Friendly employers in the nation. |
Filling knowledge gaps in supervisory and skilled craft positions due to anticipated exits. Maintaining ability to attract key talent in the midst of an increasingly competitive labor market. |
|
Employee and leadership development |
Crafting pre-employment training programs for potential, entry-level workers through opportunities, such as the Florissant Valley apprentice lineman program. Having extensive leadership and employee development programs that align with Ameren’s business needs. |
Accelerating the pace of activities designed to expand employee development opportunities to support future talent needs. |
|
Culture and employee engagement |
Top-Tier performance in employee engagement scores. Increased commitment from leaders to enact meaningful change in response to co-worker feedback. |
Evolving our corporate culture to address changing workforce dynamics. |