Prosafe’s success depends upon the combined capabilities and contributions of its employees. Their motivation, knowledge and competence are fundamental to the company’s further sustainable development.
We have drawn up a Human Resources Policy and personnel procedures to ensure efficient human resources management and equitable treatment of employees.
We are committed to offering our employees a safe and stimulating working environment where everyone is treated fairly and with respect. We aim to provide our employees with interesting and challenging jobs which will provide scope and opportunities for personal and career development. By developing a strong corporate culture, employees with complementary skills will be able to work together in a focused and cost-efficient manner in order to reach individual and company objectives.
The company’s core values – profitability, respect, innovation, safety, ambition, focus and the environment – must be reflected in the behaviour of all employees. In order to create a corporate identity across corporate and national boundaries, it is important that these core values are at the basis of all activities.
Prosafe has adopted a Code of Conduct which all employees must observe at all times. This code is the cornerstone of the company’s commitment to integrity. It provides guidance to actions and decisions, and reflects the mindset and attitude expected in Prosafe.
All employees are individually responsible for maintaining the highest standards of ethical behaviour. Prosafe’s core values and Code of Conduct support the sound judgment of each employee, thereby enabling employees to evaluate individual situations and to take the appropriate action.
Implementation of the core values and Code of Conduct will be given the highest priority. Managers have a special responsibility for ensuring that these guidelines are known and implemented. The core values and Code of Conduct are amongst others introduced in employee induction programmes, are discussed in dedicated workshops and are elaborated on in internal publications. Violation of the Code of Conduct could result in disciplinary action, up to and including termination of employment.
Diversity and equality
We believe that strength lies in differences, not in similarities. Our diverse and talented workforce is one of the company’s most important competitive advantages in satisfying the requirements of our clients. Attracting, developing and retaining the best employees, regardless of gender, age, nationality, cultural background or religion, gives the company access to new ideas, promotes better decision making, and creates a workforce that mirrors our clients and the world at large.
Prosafe operates an equal opportunity policy including gender equality. Men have, however, traditionally made up a greater proportion of the recruitment base for offshore operations, and this is reflected in Prosafe’s gender breakdown.
Prosafe aims to offer the same opportunities to all and there is no discrimination with respect to recruitment, remuneration or promotion, due to age, disability, gender, marriage and civil partnership, pregnancy and maternity, nationality, religion or belief, sex, and sexual orientation
Recruitment and compensation
Prosafe wants to be a preferred employer, and aims to attract and retain employees by offering them challenging and motivating tasks, and by providing attractive working conditions and possibilities for personal development and career growth.
All employees shall have a salary that is seen as fair, competitive and in accordance with industry standards. Only relevant qualifications such as education, experience, performance and other professional criteria shall be taken into account when appointing, settling remuneration and awarding promotion.
In order to ensure a uniform high standard of operations and create a corporate identity across company and national boundaries, new employees are given a thorough introduction of Prosafe’s history, operations, vision, core values and Code of Conduct. They are also offered the necessary training in the company’s policies related to health, safety and the environment.
The main tool for employee development is through the annual appraisal dialogues. Employees meet with their line managers to review individual work performance and the achievement of personal objectives, giving and receiving feedback and setting objectives for the following year. This dialogue is also used in order to set up individual development plans, discuss career planning opportunities and identify training and development needs for the forthcoming year.
A talent management strategy was developed in 2010, and a number of programmes supporting talent management have been implemented. These programmes include the development of a competency framework, review recruitment and selection methods, as well as approaches to identify and assess those individuals within the organisation who have succession potential for more senior management positions.