Within SCA, all employees should reach their full potential. SCA's ambition is therefore to have the world's best leaders who are able to:
Involve and empower the employees- Drive performance
- Give and take continous feedback
This is achieved according to our global SCA Leadership Platform.
Global performance management review system
During 2010, SCA implemented a new Groupwide performance management review system that will serve as a congruent language to define and clarify the conduct that is required at SCA.
The establishment of a uniform performance review process strengthens the culture of openness and transparency that already characterises the Group.
The new performance management review system has been implemented in all business groups, entailing that all employees shall have at least two performance reviews per year. These will now be conducted in accordance with a Group-wide model regardless of where they take and include setting clearly-stated targets and expectations, and providing and receiving feedback so that employees appreciate their contribution to SCA’s business results.
In 2010, 68% of employees participated in performance reviews. In 2012, the new review system will be supplemented with a computer tool to streamline the work and further highlight the importance of conducting employee development in a uniform manner across the Group.
Succession planning
SCA needs a steady supply of employees ready and able to step up and assume greater responsibilities – management positions that encompass expanded authority and scope.
To that end, each business group has a succession plan that is revised on an annual basis. Similarly at Group level, a corresponding process encompasses SCA’s top 300 managers and is led by the CEO.