Recruitment and selection Toronto Hydro Corporation has adopted a Recruitment and Selection Policy to ensure hiring practices are fair for internal and external candidates. The policy outlines high-level principles in support of the organization’s recruitment philosophy, including: • Selecting the most qualified candidate to fill each vacancy; including consideration of qualified internal applicants first • Attracting candidates from a diverse applicant pool (representative of the city of Toronto and the customers we serve) • Including provisions to prevent nepotism as it relates to recruitment and selection The Talent Management team uses a variety of practices to maintain an equitable and barrier-free environment throughout the hiring of talent. This includes employing a broad range of internal and external advertising opportunities, the development of competency-based screening and selection criteria and the inclusion of different methods for the assessment of candidate performance relative to the required identified competencies for the job. Employees hired in 2014 (AS AT DECEMBER 31, 2014) Employee turnover in 2014 (AS AT DECEMBER 31, 2014) By Age By Gender 42 TORONTO HYDRO 2014 CORPORATE RESPONSIBILITY REPORT Average length of tenure (years) of employees who left the company during the reporting period 2.9% RESIGNATIONS 4.9% RESIGNATIONS TERMINATIONS RETIREMENTS RESIGNATIONS, TERMINATIONS, RETIREMENTS 32.6% 58.1% 9.3% 5.2 8.3 31.0 19.2 UNDER 30 30 TO 50 OVER 50 44.2% 55.8% 52.1% 45.1% 2.8% UNDER 30 30 TO 50 OVER 50 31.0% 69.0% 1.5% TERMINATIONS 18.2% 59.1% 22.7% UNDER 30 30 TO 50 OVER 50 31.8% 68.2% 4.9% RETIREMENT 0% 0% 100% UNDER 30 30 TO 50 OVER 50 6.9% 93.1% G4-LA1 NOTES: I. Permanent employees only. II. Excludes individuals who passed away or went on long-term disability.
Toronto Hydro 2014 CR Report_FINAL
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