Within the context of Individual Performance Management (IPM) discussions, we formulate competency development plans for employees. These discussions both reflect business strategies and identify necessary skills and training requirements. Employees are involved in defining their own development in the context of their individual work roles.

Both short and long-term development plans are formulated for each individual. As of 2006, IPM follow-ups are conducted at least twice yearly, and involve the line manager and the employee. We have frameworks to ensure consistency throughout the Group that allows the comparison of competence levels for specific job categories. In 2006, 83 percent of Group employees had undergone IPM evaluations.