We engage, develop and empower employees to advance their careers through experiences on the job supplemented by mentoring, coaching and formal learning. We also conduct succession planning and talent reviews to identify employees for leadership, building a talent pipeline for future needs. We consider both performance and advancement potential to engage and retain our critical talent.
CH2M regularly expands our learning and development programs to help employees strengthen their skills and guide their careers. In 2016, we focused on in-depth training with senior sales teams, project managers and emerging leaders. Employees received an average of 17.4 hours of training, a total of 341,553 hours. Our executive team supported this level of investment despite pressure on the company’s financial performance, demonstrating our unwavering commitment to learning.
We offer sustainability training through the HSE curriculum for both EMS ISO 14001 and environmental stewardship. We require EMS training for staff members with implementation responsibilities, but it is available to all employees.
To share how sustainability applies to our projects and the challenges our clients face, we host sustainability communities of practice, where subject matter experts share innovations and new ideas.
CH2M aims for 100 percent participation in the firm’s annual performance management process, which culminates in a formal review between supervisors and employees. In 2016, 94 percent of employees completed performance evaluations. We also launched MyJourney, a talent management platform that helps employees and leaders establish expectations and develop goals that align to company strategy and support their professional development goals.