EU15 Percentage of employees eligible to retire in the next five and 10 years, broken down by job category.

Of the workforce at the end of 2010, 6.5% of employees will be eligible to retire within the next five years, as follows:

Of the workforce at the end of 2010, 18% will be eligible to retire within the next 10 years, as follows:

LA1 Total workforce by employment type and contract

Workforce by employment type

Workforce by employment contract type

LA2 Total number and rate of employee turnover by age group and gender

LA3 Benefits that are provided to full-time employees that are not provided to part time employees.

There is no difference between the benefits provided to full-time employees and those provided to part-time employees.

Employee Relations

LA4 Percentage of employees covered by collective bargaining agreements

A total of 6,511 employees are covered by collective bargaining agreements, equivalent to 81.2% of the workforce.

LA5 Minimum notice period(s) regarding significant operational changes, including whether it is specified in collective agreements.

The Company Consultative & Negotiating Constitution (CCNC) was established from 1 January 2008 and replaces the former Company Council Agreement. The CCNC has scope for both consultation and negotiation:

• For purposes of consultation, it covers all employees employed within the company
• For purposes of negotiation, it covers all employees employed under the terms of the Company Agreement (1 January 2008).

The CCNC discusses and consults on a range of topics, including proposals for, and implementation of, organisational change.

The CCNC does not stipulate minimum periods of notification, however, Part IV of the Trade Union and Labour Relations (Consolidation Act 1992 (TULR© A 1992) and the Information & Consultation of Employees Regulations 2004 contain information detailing the statutory redundancy consultation and notification provisions, and we would adhere to these timescales.

The employer must begin the process of consultation in good time and complete the process before any redundancy notices are issued.

In addition, consultation must begin at least:

• 30 days before the first of the dismissals takes effect, in a case where between 20 and 99 redundancy dismissals are proposed at one establishment, within a period of 90 days or less
• 90 days before the first of the dismissals takes effect, in a case where 100 or more redundancy dismissals are proposed at one establishment, within a period of 90 days or less.
  • Helping them understand the financial benefits payable from our pension schemes to enable them to make better Informed financial choices
  • Clearly articulating the process from our administrators issuing the first quotation six months in advance of the Member's Normal Pension Age, to requesting a quotation of retirement benefits from our administrator through to final benefit settlement.
  • Assistance with practical issues they may face in retirement by facilitating attendance at pre-retirement courses sponsored by third party providers.

At business level Energy Networks have within their Business Agreement a Management of Change Procedure that states: “Where the need for change is identified, the parties to the relevant consultation will seek to agree a reasonable and realistic timetable for consultation. The timescales will recognise the urgency of the proposals and the required implementation date.”

Occupational Health and Safety

LA6, LA7, LA8 and LA9

These indicators are reported in our Health and Safety section.

Training and Education

LA10 Average hours of training per year per employee, by employee category

See the Ongoing Development section for general training statistics.

Average hours of training per employee group

Employee group	2010	2009
Managers	9,454	12,551
Advanced degree holders	27,328	38,319
Basic degree holders	32,522	44,394
Skilled workers	93,797	136,740
Total	163, 101	232,004

Training hours men 107,591

Training hours women 55,510

LA11 Programmes for skills management and lifelong learning that support the continued employability of employees and assist them in managing career endings.

Our main programmes are described in the Training and Development section of this report.

ScottishPower supports employees preparing for retirement in many ways such as:

We use a range of different approaches and media to communicate our pension arrangements targeting support appropriately throughout the employment lifecycle – pre-employment, induction programmes, mid-career, lifestyle changes, leaving service, pre-retirement and post retirement.

We have a dedicated pensions helpline, offer 1:1 on-site pension surgeries, annual pension scheme newsletters and have a pensions website for all members to access.

We also publish Annual Benefit Statements incorporating State benefit forecasts, accessible plain English guides to all pension arrangements, retired employee associations with bi-annual pension scheme updates and access to Individual Financial Advice providers.

LA12 Percentage of employees receiving regular performance and career development reviews.

Managers and employees are provided with tools to carry out regular performance and development reviews. This is a key part of each manager’s role in ScottishPower.

LA13 Composition of Governance bodies and breakdown of employees per category according to gender, age group, minority group membership and other indicators of diversity.

Employees

By gender	2010
Men	5,303
Women	2,736
By professional category
Managers	466
Advanced degree holders	1,347
Basic degree holders	1,603
Skilled workers	4,623
By age group
Up to 30 years old	1,372
Between 31 and 50 years old	4,662
Over 50 years old	2,005

Executive Team

	2010
Men	5
Women	3

LA14 Ratio of salary men to women

The salary ratio of men to women is 118%.

EU14 Programmes and processes to ensure the availability of a skilled workforce

These are described in the Training and Development section of this report.