Assessment and feedback / Career planning and development G4-44 | LA11
To support our professionals' development, we have established a robust career and development plan that provides continuous opportunities to experience challenges and innovation.
The Plan follows KPMG's global privacy guidelines and is based on the principles of merit and equal opportunities. Performance assessments are conducted annually using tools that assist in identifying strengths and areas for improvement in technical and behavioural aspects.
In relation to senior leadership, professionals whose performance most effectively contributes to the Organisation's results are recommended as partners and are evaluated by an independent consultancy, by the members of the Executive Committee in Brazil and by Senior Partners at KPMG International.
In 2014, 94% of eligible professionals, for a total of 2,780 people, participated in the My Performance Development (MyPD) assessment process.
MyPD is supplemented by a 360° assessment of partners and managers by superiors, peers, subordinates and internal clients. In 2014, all professionals falling into this category took the assessment.
Number of promotions
| 2014 | 2013 | 2012 | |
|---|---|---|---|
| Staff | 1,840 | 1,900 | 1,954 |
| Staff to manager | 105 | 86 | 90 |
| Manager to senior manager | 49 | 52 | 35 |
| Senior manager to partner | 38 | 23 | 35 |
| Total | 2,032 | 2,061 | 2,114 |
Compensation
MyPD and 360o performance assessments are used as a basis for promotions and salary increases, as well as for the Profit-Sharing Programme, which also takes into account the general results of the Organisation, the business unit and the professional.
These principles are also used to define the compensation received by partners, including the chairman, in addition to criteria such as the Organisation's business profitability and social and environmental targets (the latter two for training purposes).G4-51
The lowest salaries paid by KPMG in Brazil during financial year 2014 were at least 10% higher, for the administrative team, and 49% higher, for the technical team, than the national minimum salary.
The Profit Sharing Plan was revised in 2013 to include criteria reflecting the particularities of our Organisation's different businesses and industry good practice. KPMG in Brazil's executive committee established the funding for profit-sharing payments in accordance with our Corporate Governance model.
The new model is self-funded (rewards are distributed when financial targets are met), transparent (with clear communication of the programme and interim results), participative (employees follow results and provide suggestions for improvement through the Employee Committee) and developmental (rewarding the best results and individual performance). No profit-sharing payments were made in 2014 as the Organisation failed to achieve its projected performance target.