At ACEN, we prioritize our goal to attract, retain and grow the best talent in each aspect of our business, as the quest for a Net Zero world is a tall order indeed. ACEN 2030 is an aggressive goal and we believe that we have the right elements to succeed. We have a strong balance sheet, robust pipeline, strong partnerships and most importantly, a highly energized organization. We put our people first – we provide a safe, supportive and inclusive environment for our people, a workplace where they can feel a complete sense of ownership and belongingness, and where their opinions matter. We believe in fostering an inclusive culture where everyone feels they are heard, treated fairly and with respect. We create programs and benefits that support the development of the entire organization, ensure a safe work environment and a diverse culture for our employees.
As we move forward with our commitment to achieve Net Zero by 2050, and the successful completion of the ETM transaction which involves the early retirement of the remaining coal plant and transitioning to cleaner technology. ACEN supports a Just Energy Transition even after the divestment completion. We continue to collaborate with key stakeholders and other industries to develop transition plans and help the workforce to develop skills for new energy technologies.
ACEN has bolstered its training efforts by launching a comprehensive set of learning and development programs covering a wide range of core, governance and targeted learning materials. Through these programs, our employees are provided with opportunities to build their competence in both general and technical skills.
We launched a career and learning roadshow to address the sentiments of employees on career development. This roadshow aims to educate and empower employees to take charge of their career pathways through discussions on vertical and lateral career growth, building organizational capabilities and career tracks. For learning and development opportunities within the development plans of our employees, we offer support for certifications as well.
Meanwhile, leadership programs such as the Ayala Leadership Acceleration Program (LEAP) equip our Management Team to maneuver the organization in a swift and agile manner, in line with the demands of the dynamic energy sector that it navigates. This also includes executive educational programs and function-specific programs, coaching and feedback mechanisms. In 2022, we partnered with Zenger Folkman to conduct a 360-feedback leadership development program for 15 of its executives. Furthermore, we launched a management development program in collaboration with an international business school to equip participants with business acumen and leadership skills.
At ACEN, advancing the renewables revolution also includes a strong commitment to deliver the “workplace of the future”. We understand how a space can influence our energy, health and overall well-being. That’s why sustainability takes center stage at the ACEN headquarters through innovative solutions aimed to boost our quality of life, save on energy, cut waste and more.
Air purifying plants from Netherlands-based Air So Pure were carefully chosen and strategically placed in key areas of the headquarters. Sustainably grown, these plants have scientifically proven air purifying health benefits, converting toxins and CO2 into oxygen in a very efficient way. The ACEN headquarters, like the rest of Tower 2, uses an Energy Recovery Ventilation (ERV) circulation system which exchanges stale, polluted indoor air with fresh, clean outdoor air without wasting energy.
For its furnishings, highly durable furniture made of wood materials sourced from sustainable forests are utilized in the office, minimizing our carbon impact and resulting in a contemporary and environment-friendly workplace. Meanwhile, the carpets used are made from recycled fishing nets. The supplier, Interface Inc., uses discarded fishing nets to produce nylon yarn and create high quality carpet tiles.
To add to our overall efficiency, the use of motion sensor lights also provides a very convenient system that aims to save on electricity consumption. Meanwhile, motion sensor faucets help to stop the spread of germs, prevent water overflow and provide better efficiency on water usage.
In order to assess employee sentiments in real time, ACEN launched a quarterly pulse survey to evaluate the company’s efforts in relation to employee attraction, development, engagement, well-being and retention. The most recent employee engagement survey WTW indicated a Sustainable Engagement score of 93% across ACEN. The periodic survey serves as feedback mechanisms and reference data for management on how to sustain effectiveness of its employee policies and programs.
We also helped foster work-life balance through special interest groups that cater to various personal interests of our employees, allowing them to pursue hobbies and passions on a regular basis. As part of our commitment to our employees, we acknowledge the importance of supporting our team’s physical and mental well-being. ACEN’s year-wide employee engagement calendar included activities such as online concerts, sports tournaments, employee volunteerism programs, personalized mental health and well-being support, and virtual team building events. Online counseling and psychological well-being hotline channels are also made available for ACEN employees.
ACEN is guided by its compensation philosophy that ensures the competitiveness of employees’ total remuneration compared to its relevant market. As a result of the 2021 mid-year compensation review, improvements on the total compensation of employees were implemented. The salary increments, benefits and rewards are commensurate to the overall company and individual performance, determined through the mid-year and annual performance and talent review process.
In 2021, an executive stock ownership program (ESOWN) was approved. This long-term incentive is meant to enhance ownership and accountability, and align management compensation with company objectives.
Aside from standard compensation packages, we offer employees wellness benefits that subsidize activities that promote physical or mental wellbeing. Work-life balance is further encouraged with sufficient vacation and sick leaves, and other forms of paid time off.
As part of ACEN’s initiative to raise awareness on diversity, equity, and inclusion, we have recently provided gender-support benefits, with health insurance covering common law and LGBTQ+ partners. Dependents coverage has also been expanded to include in-laws, nieces and nephews in health insurance.
At our plants, dedicated shuttle services are provided for employees residing in remote areas. For plant-based employees, comfortable and sufficient staff housing is provided for long-term accommodation. Daily meals are provided by in-house canteen and pantry facilities. Health-related benefits are extended to immediate family members and include mental health as well as wellness programs. COVID-19 vaccination coverage was also extended to employee dependents.
ACEN offers retirement benefits to ensure the long-term financial welfare of our employees, as well as financial support programs to meet more immediate needs.
ACEN’s Cadetship Program, organized by our Plant Operations Human Resources team, has become a pathway for recruitment, employee succession and talent development within our growing organization. This five-month accelerated program allows 15 cadet engineers to learn through technical and leadership learning programs and mentorship from ACEN leaders, providing on-site operations experience for fresh graduates and licensed civil, electrical and mechanical engineers. This exposure gives them an opportunity to hone their technical skills, build their competencies and expose themselves to the various facets of the energy industry.
ACEN believes in the greatness of Filipino athletes and their potential to excel on a global level. Through the Ayala group’s Atletang Ayala program, we commit to provide holistic support to our rising athletes who aspire to compete in major international sports events, including the Olympics.
We provide support to two emerging Filipino athletes: Prince Alejo, 21, a rising star in the Philippine karate scene, and Pia Bidaure, 24, a world-ranked archer and SEA Games Gold medalist. Prince and Pia are project and part-time employees at ACEN’s power plants, where they are provided with salaries and benefits while training for their competitions and at the same time, being productive members of the power plants’ workforce. ACEN also helps supplement their funding needs through crowdsourcing initiatives and campaigns.
Prince, as a mechanical engineering student, works part-time at SLTEC while training at Ayala’s world class facility Vermosa Sports in preparation for the 2023 Asian sports competitions. Pia, on the other hand, is a civil engineering student who works part-time at ACEN’s SacaSol plant in Visayas while training for the 2023 Asian sports events.
Both Prince and Pia are part of the pioneering eight athletes under the program selected through a rigorous screening process. The Atletang Ayala program offers a yearly contract that can be renewed annually until the 2024 Olympics, contingent on the attainment of clear performance measures.
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