Equal Opportunities
Pertaining to the national market PT is leader in all sectors in which it operates. This position results from a model of management of Human Assets that seeks constant and increasing development of its employees capacities. To attract and preserve talents, together with continuous innovation and improvement are reference commitments that make PT a company whose management has a commitment with excellence.
The PT Human Assets policy considers not only the Portuguese law but also the principles of the Global Compact, never differentiating gender (male/female), religion or race, in the access to work opportunities within PT companies.
Schedule Flexibility
PT offers a wide range of work schedules. The choice of work schedule is made upon agreement between the employer and the respective manager bearing in mind the interests of both.This fact afforded PT, in 2005, the Award for the Most Family-Friendly Company.
Individual Performance Assessment
To comprise the best management teams and encourage strategies of talent rotation allows for the growth, motivation and development of Human Assets, thus making Portugal Telecom more just and competitive. These are the concepts that establish the new PT model of Individual Performance Analysis that aims at promoting mobility, investing in training and attracting talents.
In 2003 PT created a transversal system for the management of PT Human Assets: a new model common to the companies comprising the PT corporate universe that would align principles important to the management of Human Assets. With this aim in mind the model of Individual Performance Analysis was created and has since then been in permanent evolution endeavouring to accompany the management needs and expectations of the PT employees.
One of the innovations that this model assumed in 2004 was the introduction of self-assessment and the assessment of technical competence. These two variables will allow a more detailed understanding of the technical competences of PT and the consolidation of a Knowledge Resource Directory, thus facilitating mobility processes and aligning the development/training plans with PT’s future strategy.
This new dynamic system contributes towards the efficient detection, development and preservation of talents. To render operational an assessment system, based on the performance of the Company (based on Business Indicators) and on the individual performance (based on management and leadership competences, technical competences and individual indicators). To reinforce the culture of performance (attaining objectives) and excellence, to detect the development potential and to identify development opportunities (based of rotation and Professional mobility), to manage remuneration and to identify the future leaders of the organisation are the general objectives of this new model.
Health & Safety
The Health Plan is one of the benefits, not requested by law, that PT offers its employees. There are various health plans that comprise the schemes/systems (through collective negotiation) of prevention and protection that the company affords its employees and in some circumstances to the family of the latter. These health plans are managed by PT ACS, a non-lucrative association that aims at promoting health through direct or indirect health care in prevention and rehabilitation medicine.
PT companies are certified acording OSHAS 18001, and all the employees had training programs about Health & Safety, best practices and risk assessment.