EMPLOYEES
With its employees, CMPC recognizes the value of good relations in the workplace, based on respect and communication stipulated in the organization’s policies and code of conduct. Each subsidiary has freedom of association to form groups and collective bargaining agreements, which also applies to its contractors with their associations and unions. Collective bargaining is carried out independently and in environments prioritizing the search for agreements.
DIRECT EMPLOYEES
| 2020 | 2021 | 2022 | 2023 | |
| Total | 19,641 | 20,068 | 23,391 | 25,351 |
JOB ROTATION
| 2020 | 2021 | 2022 | 2023 | |
| N° of employees (Annual recruitments) | 2,939 | 4,270 | 3,937 | 5,278 |
| Rotation Rate | 15.0% | 20% | 19.95% | 18.53% |
VOLUNTARY ROTATION
| 2020 | 2021 | 2022 | 2023 | |
| Voluntary Rotation | 5.78% | 8.2% | 8.9% | 7.6% |
EMPLOYEE EXPERIENCE
Since 2022, CMPC evaluates employee’s experience through 2 tools: Gallup Q12 and the organization and Effectiveness Index. The Q12 survey measures 12 elements based on employee’s needs that ultimately predict high team performance. Engaged employees are highly involved in and enthusiastic about their work and workplace. Driving performance and innovation, increasing business results and impacting its productivity, profitability, retention, and employee turnover. Improving the experience of our teams and its results will allow CMPC to generate the route to advance in the achievement of its 2030 Strategy.
Since 2022, CMPC evaluates employee’s experience through 2 tools: Gallup Q12 and the organization and Effectiveness Index. The Q12 survey measures 12 elements based on employee’s needs that ultimately predict high team performance. Engaged employees are highly involved in and enthusiastic about their work and workplace. Driving performance and innovation, increasing business results and impacting its productivity, profitability, retention, and employee turnover. Improving the experience of our teams and its results will allow CMPC to generate the route to advance in the achievement of its 2030 Strategy.
EMPLOYEE ENGAGEMENT: AVERAGE GLOBAL ENGAGEMENT OF CMPC (ON A SCALE OF 1 TO 5)
| 2022 | 2023 |
| 3.75 | 3.87 |
We experienced a significant increase, moving also our engagement ratio from 2,13:1 in 2022 to 3,08:1 in 2023, meaning we have three engaged employees per each actively disengaged.
VACANCIES COVERED BY INTERNAL COLLABORATORS
| 2020 | 2021 | 2022 | 2023 | |
| Percentage of open positions filled by internal candidates | 10% | 26.8% | 31.8% | 37.7% |
UNIONIZATION
| 2019 | 2020 | 2021 | 2022 | 2023 | |
| NO. OF UNIONIZED EMPLOYEES | 10,887 | 11,448 | 11,305 | 13,455 | 12,665 |
| PERCENTAGE OF UNIONIZED EMPLOYEES | 60.4% | 58.3% | 56.3% | 57.5% | 49.96% |
Este dato excluye a Softys
UNION BENEFITS AND COLLECTIVE BARGAINING COVERAGE
| 2019 | 2020 | 2021 | 2022 | 2023 | |
| No. of employees covered by union | 11,436 | 12,753 | 12,108 | 14,809 | 17,641 |
| Percentage of employees covered by collective bargaining agreements | 63.4% | 64.8% | 60.3% | 63.3% | 69.6% |
For more information, please read our Declaration on Fundamental Principles at Work
WORK AND FAMILY LIFE
We support our employees in their quality of life and the possibility of achieving an excellent work-family balance through the following initiatives*:
- Breastfeeding rooms at CMPC’s corporate offices in Chile and Softys’ various international sites.
- Paid leave for fathers: workers have 10 days of paid leave to enhance parental co-responsibility and work-life balance, as a complement to the legal leave.
- Children adaptation: One (1) hour of paid leave at the beginning of the day for 2 weeks for the father, mother or caregiver to accompany children who enter the school for the first time, from nursery to kindergarten.
- Gradual reincorporation of parents after birth: 100% teleworking or partial scheme, for mother, father or caregiver of children under 2 years of age, subject to the nature of their functions.
- Care leave for serious illness: 5 business days of paid leave, without make-up time, to care for a sick dependent family member.
- Sports contribution benefits: reimbursement to collaborators who carry out any sports activity; alliances with gyms throughout Chile, so that collaborators can access preferential discounts; sports spaces and/or gyms in some plants and/or buildings of our company.
(*)Non-exhaustive list. Applicable for collaborators whose role is compatible with the benefit.
LOCAL EMPLOYMENT
Based on its commitment to strengthening the local value chain, CMPC monitors the percentage of local workers within its workforce. In the case of operations in Chile for 2023, 47% of collaborators work in the same commune where they reside and are therefore considered local.
| 2023 | |||
| Men | women | Total | |
| Local collaborators in leadership or management positions. | 629 | 251 | 880 |
| Total CMPC collaborators in leadership or management positions. | 1283 | 476 | 1759 |
| % of local collaborators in leadership or management positions. | 49.0% | 52.7% | 50.0% |
