Employees

NOVO BANCO Group considers its employees as one of the major driving forces for implementing its strategy and regarding the results achieved. As such, existing human resources measures were developed assuming the basic principle of intellectual capital as a brand distinctive factor.

Human Capital
At 31 December 2017 NOVO BANCO Group had 5,488 employees, of whom 5,156 in Portugal.

Distribution of Employees as of 31 December 2017:                      

Region 
Portugal 5 156

Other European countries
    Spain
    United Kingdom
    Luxembourg
    Switzerland
    France

328
291
14
13
7
3
Africa - South Africa 2
Asia - Shanghai 2
Total 5 488

 

Gender 
Men 49.1%
Women 50.9%
Employment contract
    Permanent - Men 
    Permanent - Women

97.3%
97.1%
Average Hours of Training per employee 65.2%
Absenteeism rate (excluding parental leave) 2,2%

NOVO BANCO Group incorporates in its strategic goals the motivation, development and retention of talent, having to that end established the following management bases:

Training
Because it believes that it is through knowledge that talent is rganizati and retained, NOVO BANCO invests on an ongoing basis in the design and implementation of distinctive and motivational training to ensure the
improvement of performances and the development and progress of the employees within the rganization.
The Bank thus permanently invests in training activities that are comprehensive in terms of their target recipients, diverse in terms of methodologies and challenging with regard to their objectives and required
results, at both technical and behavioural levels.

Investment in training significantly increased in 2017, namely to address the need to develop technical skills related to legal and regulatory requirements, and therefore there was an increase in the number of training
hours. The average number of training hours per employee was 65.6 in 2017.

In spite of the heavy training load provided to the commercial network, on-the-job training remained a prime method for reinforcing the operational, procedural and product skills of the retail network employees. This type of training continues to be provided by the 22 School Branches located in each of the Regional Divisions across the country

 
Talent Management
Identifying and managing high-performance employees are essential to achieve human capital management’s objective of conciliating employees’ ambitions and expectations with the needs of the business.

Knowing and retaining the higher potential employees is crucial in the management of NOVO BANCO’s Human Capital. Give the importance of a careful and rigorous management of human resources a platform
was developed to identify, map out and rganization all employees, enabling an efficient management of the needs of the rganization in harmony with the employees’ expectations and ambitions.

NOVO BANCO has also  developed other initiatives  that enabled the participation of some of the Bank’s “Talents” in sharing events about social responsibility programmes, such as the “Conversations with the Chief Executive Officer”.

#NB Equal Gender
The Bank's Human Resources Policy is based on the effective implementation of policies that ensure equal opportunities between men and women, the conciliation of a personal and family life with a working life, and the professional development of the employees.

In 2017, as part of its Social Dividend Model, an innovating tool whereby the Bank commits itself before society and its employees to give back what it originates from its activity, a Human Capital programme was launched, namely  the #NB Equal Gender wich establish specific goals to be reached by 2020:

Indicators Goals 2020% of the goal achieved in 2017
% of women in management position 40% 13.8%
% of women in first-line management 34.5% 33.9%
% Global Pay Gap 5.0% 11.0%

In order to reach the defined objectives, the Bank defined a set of initiatives that connected the theme, having already initiated the "Conversations with the President", a cycle of talks on Gender Equality, carried out by employees of both genders and the President of the Council administration.

The commitments made in the context of gender equality meet the strategic objectives of NOVO BANCO which include the adoption  of best practices in the area of human capital management, in the field of motivation and in the development and retention of talents.

Click here to consult the Non-discrimination and Equal Opportunities Policy.

Click here to consult the Humans Rights Policy.

Benefits and Internal Social Responsibility - NB Work & Life Programme

Showing its permanent concern for the well-being of its employees, NOVO BANCO has a set of internal social responsibility benefits and initiatives that were developed based on the constant diagnosis of the main challenges faced and the search for solutions to better conciliate the professional and private life of its employees.

Allowances Performance in 2017
Current Employees - Education Support Attribution

Attribution of child benefits, school grants, scholarships and support to children and youths with special needs.
  • 409 child benefits worth €520.4;
  • 207 scholarships worth €165,1;
  • 281 school grants worth €39,6;
  • 94 children with special needs allowances worth €93.9.
Retired employees - Support for basic needs

Co-payment of expenses with senior residences, day-centres, home support, drugs and other staplegoods

  • 54 allowances worth €126.9.

The employees may also benefit from specia conditions in the Bank's commercial offer, including loans at reduced rates. In 2017 the Bank granted mortgage and consumer loans to its employees for a total of €20 million. The accumulated value of these loans reached approximately €330 million on 31 December 2017.

NOVO BANCO has in its premises seven canteens and seven bars located in the areas of greater concentration of employees, which provide nutritionally balanced meals at a low cost - in fact the NB Group was the first entity in Portugal to adopt the concept of 'nutrition traffic light'. In 2017 the Bank's canteens served 246,143 meals to NOVO BANCO Group's employees.

# NB Work & Life Programe
By continually diagnosing the main challenges in order to find answers to improve the reconciliation of the professional and private lives of its employees, NOVO BANCO has integrated the #NB Work & Life program into the benefits attributed to this group of stakeholders, making available to its employees a set of non-cash benefits as part of the overall value package offered by the company, which have a positive impact in terms of savings and personal satisfaction.

#NB Work & Life 2020 Goals
Dismissal of attendance on special day of Employee's life 11 912
Employees that have adhered to NB Home Office 580
Takeaway meals 82 500
Employees that have hired domestic services 120

Having a holistic view of this group of stakeholders, the Bank also seeks to afford them the conditions to enjoy special dates, for instance granting them leaves of absence on their birthday or that of their children, or on their children's first day at school.

It was also established that meetings not scheduled after 6:00 p.m. and the determination of 9:00 p.m. as the cut-off time for the use of central buildings, centrally switching off lighting and air conditioning and ventilation systems, as a way to avoid remaining in the bank's premises.

In 2017 the NOVO BANCO as also implemented the remaining incentives, namely:

  • NB Early Friday / Late Monday - Allow additional hours during the week, which compensate with dismissal on Friday afternoon or Monday morning, provided that the provision of the 35 weekly hours is guaranteed;
  • Additional holiday purchase - Allow the purchase of 5 days additional vacation, promoting the reconciliation of working life with the children's school vacations;

Health, Safety and Well-being in the Workplace
NOVO BANCO  has the following  clinical services available:

  • work medicine;
  • curative medicine;
  • nursing services;
  • psychiatry consultations;
  • psychology consultations;
  • nutrition consultations;
  • smoking cessation consultations; 
  • checkup programs.

This strategic orientation goes beyond simply complying with legal obligations, taking into account that NOVO BANCO offers its employees and Group companies, own health services, through existing clinical services in 3 cities  providing consultations and examinations of occupational medicine, curative medicine and nursing.

In 2017  finished  with the following appointments in 2017:

  • General Practice - 9 101 appointments,
  • Mental Health (psychiatry and psychology) – 1 098 psychiatric and psychological appointments,
  • Smoking Cessation - 2 appointments,
  • Nutrition - 898 appointments

As a complement NOVO BANCO Group also performs regular risk assessments of the workplace to minimise workplace accidents, occupational diseases, and to protect the integrity and the work capacity of its employees.

To this effect, NOVO BANCO Group performs regular risk assessments of the workplace. The following assessments were made in 2017 to the location and environment of workstations:

  • 150 Safety audits of the facilities,
  • Ergonomic assessments of workstations,
  • 136 Identification of hazards and assessments of the activity’s risks,
  • 1 Assessment of thermal conditions,
  • 4 Analyses of occupational accidents,
  • 2 Assessments of indoor air quality,
  • 5 Assessments of light conditions.