voltar

Employees Management

GRI 102-3, 102-7, 102-8, 102-41, 202-2, 405-1

The Company ended 2019 with 2,098 employees, of which 1,990 are permanent employees 108 are temporary workers, composed of trainees and apprentices. Most of the team is concentrated in the Company’s headquarters, in the city of Barueri, metropolitan region of São Paulo.

All in all, 52% of leadership positions were held by women, which evidences OdontoPrev’s commitment to promoting gender equality at the workplace.

In 2019, 65 women professionals were on maternity leave – out of this figure, 61 returned to work after leave, therefore, the retention rate was 93.4% upon return. Taking into account that professionals during 2019 completed 12 months after returning from leave, the permanence rate was 86.5%. In 2018, 37 women employees were on maternity leave, and in 2019, 32 of them completed one year of return.

Total employees by gender

Total employees by working hours

Icone Excel
Total employees by working hours2017 2018 2019 
Back officeMen
Women
21%
79%
Men
Women
19%
81%
Men
Women
20%
80%
SupportMen
Women
23%
77%
Men
Women
21%
79%
Men
Women
22%
78%
SpecialistMen
Women
33%
67%
Men
Women
32%
68%
Men
Women
33%
67%
ManagementMen
Women
32%
68%
Men
Women
32%
68%
Men
Women
32%
68%

Total employees by working hours

Division of employees by gender

The percentage of the lowest salary practiced by the Company stood at 121% above the minimum wage as of December 31, 2019, for female and male genders.

Division of employees by generation

Trainee and Young Entrepreneurs Program

Jovens Empreendedores 2019: Gustavo Fornazieri, Marcela Peretti e Estevam Silva
2019 Young Entrepreneurs: Gustavo Fornazieri, Marcela Peretti and Estevam Silva

OdontoPrev also invests in young talents’ access to the labor market. One of the initiatives is the Trainee Program, a specific partnership with the University of São Paulo. Besides dental students, this program foresees opportunities to students from other courses, such as Business Management, Law, Marketing, Psychology, and Information Technology.

The Young Entrepreneurs Program is another initiative, a recruiting and development one-year program for recently graduated students. This action encourages participants to develop a systemic and comprehensive vision of OdontoPrev. Youngsters participating in this program conduct multidisciplinary projects, they are stimulated to take part in strategic decision-making processes and ended the cycle ready to assume responsibility positions, such as senior analysts and consultants. In 2019, 3 recently graduated students joined this program. Since its inception, in 2010, 36 youngsters were hired, 20 of them remain in the Company (55% retention) – some of them holding managerial positions.

Development and training

GRI 404-1

OdontoPrev promotes training courses and actions concerned with employees’ qualification and development of technical or behavioral skills so that they are capable of achieving their individual goals, which are linked to the company’s targets.

Every year, the Training Needs Diagnosis (DNT) methodology is applied, in which all managers complete a form, with training requests for each employee of their team, indicating which characteristics should be developed by employee and expectations concerning professional’s deliveries and behavior after the training. Requests are prioritized and divided into internal training courses, which will be conducted by OdontoPrev, or external courses, relying on the support of consultants, lecturers, or education institutions. Each manager conducts an individual evaluation of his/her team’s results.

In 2019, several training courses were offered to employees, addressing behavioral aspects, such as time management, financial intelligence, and logical reasoning, besides technical aspects, such as project management, CRM, and presentation techniques. In 2019, OdontoPrev renewed the mandatory courses for all employees: Code of Ethical Conduct, Sustainability, Quality Office, and Competencies Evaluation.

The Company promotes on-site and online training courses through OdontoPrev University, a distance education platform, with a portfolio composed of several personal and professional development contents. In 2019, new functionalities were built into OdontoPrev University, such as forums of discussions, gamification, and rewards. Concurrently with the Life Quality Program, the University also maintains contents concerned with this topic, such as lectures and guidance on health, well-being, and life quality. Besides its courses, the OdontoPrev University combines platforms of renowned institutions offering courses, so that to complement its employees’ learning.

Facilitators League

A training program conducted by employees with a broad understanding of a specific issue. In 2019, 15 professionals participated as facilitators, sharing information on design thinking, investments, and the use of Excel at intermediate and advanced levels.

HR Round Table

The HR Meeting Round Table relies on the participation of HR managers of Brazil’s largest companies. The objective is to share market trends, exchange experiences, and present cases.

Leadership Program

Launched in 2019, this online program is available to all leadership levels, focused on people management internal processes (competencies evaluation, fine-tuning, and corporate education).

Language courses

Incentive program which foresees a reimbursement of up to 70% monthly tuitions

Icone Excel
Training workload (hours)201720182019
Management4,9302,8314,706
Specialist8,6507,7154,790
Support4,8404,6812,492
Back-office19,85713,61014,674

Performance Evaluation

OdontoPrev invests and measures employees’ development in different ways:

  • Evaluation of Individual Goals: individual goals are developments of corporate targets, yearly contracted by all employees (except for apprentices and trainees). The evaluation takes place twice a year, and it is an assumption to receive the Profit Sharing Program bonus (PPR). Targets achievement is evaluated jointly with each employee’s manager and verified through a performance management system. In August 2019, 83% of employees had their goals evaluated (considering the employees’ base of that month).

  • Competencies Evaluation: The Company has six corporate competencies driving the behavior expected by it to achieve strategic targets. Competencies are measured once a year through a performance management system. Evaluation is based on the 360º model, in which the employee is evaluated by the manager, by pairs, by subordinates and internal clients, besides a self-evaluation. In October 2019, 83% of employees underwent competencies evaluation (considering the employees’ base of that month).

  • Individual Development Plan: after the cycle of performance evaluations, all employees receive feedbacks and prepare their individual development plan, based on what was identified as a development opportunity.

  • Nine Box and Fine-Tuning: from senior analyst positions, OdontoPrev adopts the Nine Box methodology to identify talents, elaborate succession plans, analyze aspects, such as meritocracy and direct key professionals according to the Company’s strategies. The process includes fine-tuning meetings to evaluate employees and considers the results of behavioral evaluation and deliveries, and evaluations to measure potential.

Quality Office

One pillar of the Quality Office Program was the redesign of the office layout

The Quality Office Program, effective since 2018, is structured in three pillars: home office, home-based, and change in office layout. The home office consists of remote work, once to twice/week, while the home-based means full-time remote work, with two on-site meetings/month for training and performance analysis.

All employees are eligible to the home office (except for trainees and apprentices) and benefit is voluntary, generating a greater responsibility for employee, who shall correspond to the trust conferred to him/her. The professionals of areas with very defined and standardized processes are eligible for the home-based work. This differentiation takes into account the type of job developed in the area.

Professionals receive guidelines on the Kanban methodology (to organize and monitor the evolution of tasks), ergonomics, time and space organization, and home rules to enable the home office and the home-based. Employees have a period of adaptation and are evaluated by the manager. Employees’ performance increased after this program’s implementation, with productivity gains and professionals’ greater satisfaction.

AOdontoPrev maintains this program aiming at improving the life quality of its employees, retaining professionals, optimizing costs, and promoting a cultural change, focused on horizontalization, empowerment, and results. With this initiative, the Company also contributes to bolster urban mobility, reducing the number of people in daily commuting hours.

Diversity

OdontoPrev’s Diversity Group discusses and proposes ways of making the workplace more inclusive and diverse. In 2019, the Company focused on hiring and integrating people with disabilities by executing a partnership with the Disabled People’s Rights Department of Barueri to select and train professionals with disabilities. Also, awareness lectures were conducted with leaders on the relevance of this type of hiring. Besides training courses, materials were developed with guidelines on treatment, respect, and equality. All in all, nine disabled professionals were hired in 2019 to work in different areas of the Company, namely: Marketing, Information Technology, Clinical Audit, Human Resources, and Digital Convergence.

Balões de depoimentos

Testimonials

The support we receive from OdontoPrev is very important for our institution, as it qualifies the social protection we offer to our employees, their dependents and institution’s users, without its support, it would be difficult to guarantee their right to dental health.

Crislaine Lima, Socio-Educational Program Coordinator, Gol de Letra Foundation

OdontoPrev has been a partner of the Ronald McDonald Institute, since the foundation of this Institute in 1999 and has been contributing to transform the lives of thousands of children and adolescents with cancer in Brazil. With a 21-year history, the Institute already supported 1,500 projects of 100 institutions throughout the country, qualifying 26,000 health professionals in the early diagnosis of cancer.

Francisco Neves, Founder, and Superintendent of Ronald McDonald Institute

Over 500 people are benefited from OdontoPrev’s dental plans in its partnership with Tide Setubal Foundation. Taking into account that we assist socially vulnerable people, perhaps some of them never experienced something like that, as they made other choices in life.

Thiago Cassimiro, Tide Setubal Foundation’s Project Assistant, talking about the donation of dental plans in the “Black Friday do Bem” campaign.

Since I was a child, I had contact with Dentistry, my uncle was a dentist. I loved to see him working. Today, I am proud to be a dentist, strong-willed to serve patients. OdontoPrev not only takes care of the patient, but it also takes care of services through satisfaction surveys, which check service provided by the dentist, thus, everyone wins, patients, and dentists.

Rodrigo Villagra, OdontoPrev’s accredited dentist

I can see a digital future in dentistry and OdontoPrev’s competitive advantage is innovation and agility. The company offers a loyalty program to dentists, which allows accumulating points that I can exchange with dental materials.

Priscilla Ronchetti, OdontoPrev’s accredited dentist

We have been maintaining a long-standing partnership with OdontoPrev, approximately 15 years. OdontoPrev knows our routine and our demands concerning quality. We realize how OdontoPrev has been changing over the years, pursuing new technologies, improving its website and platform. This makes us look at our partnership in the long run.

Luciana Ezequiel, DHL’s HR Officer

The Young Entrepreneurs Program allowed me to grow as a professional and as a person, made me rediscover myself as a marketing professional and grow more and more. Every day I feel I contribute to the Company’s evolution and I have the opportunity of taking part in strategic projects.

Victoria Carnieri, OdontoPrev’s Marketing

I was well-received, with kindness and without discrimination. All the opportunities I receive at the company are fairly offered to me. OdontoPrev’s opportunities are offered to anyone pursuing professional and personal growth.

Paulo Ferreira, OdontoPrev’s Sustainability assistant

OdontoPrev’s Trainee Program offers lots of labor market opportunities, it includes trainees in different projects that contribute to his/her personal and professional development and presents adverse corporate scenarios for professional growth.

Mariana Lupianhas, OdontoPrev’s internship

I feel challenged by strategic projects I receive and I feel responsible for sustaining the company as a leader in the market. My 30-year experience in OdontoPrev makes me feel comfortable to innovate. OdontoPrev combines the strength of a publicly-held company and its capacity and desire for innovation. The employee is stimulated to devise new solutions at all hierarchical levels and play a leading role.

Diego Lyra, OdontoPrev’s Controller

OdontoPrev changed my life and received me with open arms. I am a disabled person, due to a traffic accident occurred 21 years ago. Every environment is prepared to receive any type of disability and fully accessible. The Company allowed me to develop myself intellectually and take up courses to improve my work.

Raquel Naressi, OdontoPrev’s Clinical Audit Supervisor