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Training and Development //

Why It Matters

A highly skilled and motivated workforce is fundamental to our business success, emphasizing the importance of finding the right people and investing in their training and development.

Management Approach

We value our people and invest in developing their capabilities. Employees receive ongoing training to do their jobs effectively and safely, and we focus on improving and certifying functional skills. Our Regional Training Coordinator in Mexico oversees training programs for all three sites, with a long-term goal of increasing overall skill sets, certification levels and lifelong employability.

Induction program

Every new employee and contractor participates in a three-day induction program in which they are educated on:

  • Endeavour’s vision, mission and policies, including our Code of Business Conduct and Ethics
  • Our focus on safety in the workplace
  • Union relationships and representation
  • Social and environmental responsibility

Similar training is also provided to consultants or visitors at sites.

Opportunities for development

We offer opportunities for professional and personal development, including funding support for external learning. External institutions are invited and hired to provide education on specific topics; for example, the State Human Rights Commission has provided training for our security forces.

Performance evaluation

As part of the annual performance evaluation process, employees and their direct supervisors work together to review performance results, and set personal objectives for the year ahead.

Over the past few years, we have improved and standardized our performance evaluation process for managers and heads of departments at sites, to ensure that our objectives are “SMART” (specific, measurable, attainable, relevant and time-bound) and people take ownership of their goals. This is an ongoing effort and we plan to expand to all levels within the organization. The process has helped people focus their efforts and collaborate with colleagues from other areas, while being aligned to corporate growth plans and strategy. Bonuses for managers are paid based on three aspects: corporate objectives, site objectives and personal objectives.

Our Performance In 2017

  • We delivered 100,664 hours of training in 2017, up from 68,079 in 2016, marking a 48% increase in learning activities. About 70% of the total training was focused on safety, highlighting the importance we attach to it.
  • On average, our employees each received 52 hours of training, exceeding our goal of 35 hours. This is a considerable increase from last year (average 36 hours per employee), the result of a new training program introduced in 2017.
  • We provided an average of 23 training hours per contractor, up from 16 hours in 2016.
ES-2017-Report-Graphs_15 ES-2017-Report-Graphs_16

2018 Priorities

  • Provide an average of 50 hours of training per employee.