Employee performance management
To become 'Net Positive' is one of the eight pillars of our new Group business strategy 'Creating the Leader'. How we achieve this goal will be linked to the personal objectives of senior executives. We are also working with the Group HR team to create a new development programme on sustainability to be delivered in early 2013 for the top 250 senior managers across the Group.
In some previous years, we have incorporated sustainability targets into the personal objectives for a number of Board members, covering, for example, eco product sales (Kingfisher Group CEO) and sustainable timber sourcing (Kingfisher UK CEO). By 2015, our target is to integrate the sustainability 'Net Positive' principles into the performance management systems for all senior managers across the Group.
Some of our operating companies have also set sustainability objectives for a number of other job functions. For example, Castorama France has set objectives for commercial teams on eco products and sustainable timber sourcing. In addition, store security managers have specific objectives on energy and store supply-chain managers on waste. At Brico Dépôt France, store managers have been set CR objectives covering waste management, employee diversity and employee development. At Brico Dépôt Spain, employees are trained to track and understand data for in-store energy consumption, helped by the installation of smart meters. Our sourcing operation, KSO, is currently setting sustainability objectives for its management team for 2012.
Code of conduct training
The Kingfisher Code of Conduct and governance manual has been rewritten for 2012 to align with the new business strategy of creating the leader. It details our management procedures and reflects the open, transparent and ethical values of the organisation. The practices detailed within the Code of Conduct are non-negotiable and must be followed. Employee training is conducted within the operating companies on the Code of Conduct.