Strategic HR Systems & Operations AAI HR Yearly Report Q1 Q4 : FY, 2013

Transcription

1 Strategic HR Systems & Operations AAI HR Yearly Report Q1 Q4 : FY, 2013

2 7. Health and Safety 8. Reporting Compliance 1. Headcount Analysis - by Gender Split Actuals (2013 vs 2012) - by Gender Split - % (2013 vs 2012) - by Gender Split totals by Cluster Groups - by Level Cluster Groups - Other Categories Actuals (2013) - By Function Split % (2013) Table of Contents 2. Staff Costs 3 Staff Movements - Hires, Promotions and Leavers - Total number of Recruitment and Total number of Exit interviews - Attrition Rates AAI - Attrition Rates Voluntary vs. Involuntary - Attrition Tree (AAI, Cluster Groups) 5. Employee Relations (Disciplinary and Grievances) 6. Staff Training and Development - Numbers of staff trained and total spent on training - % of training costs by total employee costs by Cluster Group - Dual roles, secondments and support visits

3 1. Headcount Analysis Objectives An overall quick view of the total AAI Headcount and comparison to December 2012 Gender Split for AAI and comparison to December 2012 Total Gender Split by Cluster Groups Headcount Split by Level (Top, Middle, Lower) Other staff categories not included in the main headcount Headcount by Function Split

4 1. Headcount Analysis Methods of Calculation The headcount for the 2013 Year End is calculated at an average rate from January to December The total Headcount as at 31 December 2012 was indicated at The December 2012 headcount was calculated as actual and not average. Headcount increase in 2013 is primarily due to the start up of the ARI made up of ARI (Jordan, Lebanon, Egypt). These staff were also not Included in the June 2013 Headcount summary

5 1. Headcount Analysis continued Gender Split The Gender Split for AAI is calculated at : 48% Female and 52% Male in December and June 2013; 47% Female and 53% Male in December 2012

6 1. Headcount Analysis continued The Total Staff Compliment by level are: Top Level staff make up 11%; Middle level staff make up 48%; and Lower Level staff make up 41%

7 1. Headcount Analysis continued There are 1543 males and 1439 females in AAI please see the breakdown by cluster in the above graph

8 Headcount Analysis Continued The above graph reflects the number of Non core staff; consultants; volunteers, Interns, Retainers; Fellows and Temporary Staff. These people render services to AAI but are not on the full time payroll. These staff are seasonal service providers and the above categories who have worked and left during 2013.

9 Headcounts By Functions Year 2013 The split by functions is for the federation in 2013 and is based on the Total Headcount figures.

10 2. Staff Salary Costs Objectives A look at the total figure from January to December A look at the total salary proportionment by Cluster Note: Figures provided will need to be verified and confirmed by finance once year end is completed for 2013.

11 2. Staff Salary Costs Total Salary Costs December % 5% 9% 34% 13% 6% 6% 7% Americas Africa Affiliates West Africa Africa CC's Asia CPS Asia Affiliates Europe IS The Total salary costs including salary and all benefits up to December is approximately GBP 59,396 million as at December The total cost apportionment between cluster groups is reflected in the graph. The Total salary cost for AAI at the end of last year was reported at GBP million Exchanges rates used by countries are usually on the last day of the month. The above total salary cost figure has undergone high level testing by comparing to last year s annual report figure prepared by Finance. The Finance and Operations Unit will do a final summary and provide the full and final. Salary cost information at end of High level variances: Decrease in headcount, FPT project, maternity covers within IS.

12 3. Staff Movements Objectives : Total number of Recruitment, Promotions and Leavers Total number of Recruitment and Exit interviews conducted Attrition - Attrition rate AAI - Voluntary vs. Involuntary Attrition - Attrition Tree breakdown of Reasons for leaving by Cluster Group

13 Staff Exits (Turnover/attrition) staff who have left or departed from the organisation during the reporting period 3. Staff Movements Total staff movements: 788 New Starters 108 Promotions 813 Staff Exits Starters staff who have joined the organisation during the reporting period Promotions staff who have been placed in a job or role at a higher level than the jobs that they occupied. Special attention is given to Female staff members

14 Staff Movements continued. Total number of open positions recruited from January to December 2013 is 783

15 Staff Movements continued. The total number of Exit interviews conducted from January to December 2013 is 522. Exit interviews are generally conducted for voluntary leavers. A standardised debriefing questionnaire has been developed for the IS and AAI. The information from The exit interview forms have been used for further breakdown Voluntary leavers

16 Staff Movements continued. The Total attrition rate (Voluntary and Involuntary) at year end 2013 is 27.26% The overall attrition rate for 2012 is 21.29%

17 Staff Movements continued. The Total attrition rate for 2013 of 27 % is split into : Voluntary 15%; Involuntary 12% The Total attrition rate for 2012 of 21% is split into Voluntary 9%,Involuntary 12% The average Voluntary Attrition rate across the federation is 14%

18 AAI Attrition Tree

19 Americas Attrition Tree

20 Africa Affiliates Attrition Tree

21 West Africa Attrition Tree

22 Asia CPs Attrition Tree

23 Asia Affiliates Attrition Tree

24 Europe Attrition Tree

25 IS Attrition Tree

26 4. Employee Relations 4. Employee Relations Objectives Number of Grievances and Discipliniries held per Cluster Group A breakdown of reasons for Grievances

27 4. Employee Relations The total number of Disciplinaries reported for the year in 2013 is 39. Of this total, 14 are male and 25 are females

28 Employee Relations continued

29 5. Staff Training and Development Objectives : Number of Staff who attended training sessions Total cost of Training Training costs as a % of salary costs per cluster group Secondments/Dual Roles/Support Visits Performance Management Completion rates per cluster

30 5. Staff Training and Development

31 Staff Training and Development continued A total % of 1.42% of the Total Staff costs has been spent on Total Training Costs

32 Staff Training and Development continued Support and Learning between countries A total of 46 Dual roles; and 23 secondments took place during 2013 Support Visits: We have recorded a total of 89 support visits from countries. Of these visits, 76 were internal and 13 were external

33 Staff Training and Development continued Performance Appraisal Completion rate for Year end 2013 An average of 77% Performance Appraisals have been completed and submitted to HR throughout the federation

34 6. Health and Safety 6. Health and Safety Objectives Number of Health and Safety incidents reported Brief outline of cases reported

35 6. Health and Safety See below table for summary of incidents Clusters Number reported by Countries Brief Outline Americas 1 Visitors Mugged Africa Affiliates 6 Motor accidents; staff detained for vending news papers West Africa 0 Africa CPs 1 Car Accident Asia CPS 6 Attack on office; motor vehicle accidents; Serious health problem Asia Affiliates 0 Europe 6 Stress related illness; staff falling down stairs; allergy to nuts during training session; Serious illness of staff after a field trip IS 10 Fire in office resulting in one injured staff member; Staff members/visitors stuck in lift, Visitor fell into a manhole and his leg A total of 30 Health and Safety Incidents were reported. HR Manager are quested to report on Management action taken to minimise incident. Information is available on the templates for reference.

36 7 Report Compliance Objectives : An overview of the report compliance : number of reports received against number of countries that were asked to report on key HR matrices An indication of which Countries are included in each Cluster Group Note: The report is broken down by Cluster groups as per AAI Structure

37 Reporting Compliance Americas Brazil Guatemala Haiti Nicaragua USA Africa Affiliates Kenya Malawi Mozambique South Africa Tanzania Uganda Zambia West Africa Ghana Liberia Nigeria Senegal Sierra Leone The Gambia Africa CP's Burundi DRC Ethiopia Lesotho Rwanda Somaliland Zimbabwe Asia CP's Afghanistan Cambodia China Myanmar Pakistan Vietnam Asia Affiliates Australia Bangladesh India Nepal Thailand Europe Denmark France Hellas (Greece) Ireland Italy Netherlands Sweden UK

38 Thank You for the bi-annual HR report submission. The AAI Federation HR report for Q1-Q2 / 2014, will be made available in August, We look forward to your participation in the next Bi annual HR reporting process. Team HR