Staff
all people working at KPMG in Brazil.
Professionals
partners, employees of KPMG’s technical and administrative areas (registered in accordance with Brazilian labour legislation) and interns.
Our Intellectual Capital is developed entirely by the people who are part of KPMG. This places people management centre stage in our business strategy.
We are recognised internationally for our ability to attract and generate talent, which encourages us to deliver on our commitment to invest all resources necessary to train and develop our professionals and leaders.
A high-performance culture is central to how we encourage our professionals to achieve their full potential and be fully prepared to perform and create value for our stakeholders.
Our stakeholders have described good treatment of employees as one of the most material themes for KPMG. This high-level theme includes a number of items within our Foundations of People Management. Some of these have been addressed under Intellectual Capitaland others are addressed below.
Foundations of People Management
We ended financial year 2014 with 3,708 staff members, including:
- 3,504 KPMG in Brazil professionals:
- 3,188 employees hired under the Consolidated Labour Regulations (CLT) and 100% covered by collective bargaining agreements. G4-11
- 290 partners
- 13 interns
- 13 temporary employees G4-10
- 204 third-party employees with no employment relationship with KPMG, mainly allocated to infrastructure support services
Total KPMG in Brazil staff G4-10 | LA12
| Cities/
offices |
Permanent contract (CLT) | Partners | Temporary contract | Third-party | Total staff | ||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| 2014 | 2013 | 2012 | 2014 | 2013 | 2012 | 2014 | 2013 | 2012 | 2014 | 2013 | 2012 | 2014 | 2013 | 2012 | |
| São Paulo | 1,846 | 1,817 | 1,842 | 197 | 186 | 179 | 12 | 7 | 10 | 164 | 169 | 190 | 2,219 | 2,179 | 2,221 |
| Rio de Janeiro | 494 | 468 | 457 | 35 | 37 | 28 | 1 | 0 | 8 | 18 | 18 | 14 | 548 | 523 | 507 |
| Other locations | 861 | 875 | 1,072 | 58 | 56 | 56 | 0 | 1 | 6 | 22 | 23 | 23 | 941 | 955 | 1157 |
| Subtotal | 3,201 | 3,160 | 3,371 | 290 | 279 | 263 | 13 | 8 | 24 | 204 | 210 | 227 | 3,708 | 3,657 | 3,885 |
| Total KPMG in Brazil
professionals (Permanent contract + partners) |
3,504 | 3,439 | 3,634 | ||||||||||||
Interns are included in the Permanent Contract category. For the detailed number of professionals by category, see pages 74-75.
As from 2014, temporary contracts have been included in calculations for the 'KPMG in Brazil Professionals' category, and a 'partner-director' category has been included in the partner category.
For the next cycle, the collection will be structured to bring a gender approach in the tables on employees.
KPMG in Brazil Professionals - Distribution by office (%)
São Paulo
Other offices*
Rio de Janeiro
* Belém, Belo Horizonte, Brasília, Campinas, Cuiabá, Curitiba, Florianópolis, Fortaleza, Goiânia, Joinville, Londrina, Manaus, Osasco, Porto Alegre, Recife, Ribeirão Preto, Salvador, São Carlos, São José dos Campos e Uberlândia.
Hiring / Voluntary Layoffs G4-LA1
KPMG presented a 32% employment rate and 60% of new professionals were hired in São Paulo offices.
Considering voluntary layoffs, turnover showed a 20% rate and was concentrated in the range of professionals with age up to 29 years.
Hiring and voluntary layoffs presented no significant variations with respect to gender.
Hiring / Voluntary Layoffs
| Office | New Hires | % | Voluntary Layoffs | % |
|---|---|---|---|---|
| São Paulo | 681 | 60 | 398 | 58 |
| Rio de Janeiro | 171 | 15 | 91 | 13 |
| Others | 282 | 25 | 199 | 29 |
| Total 2014 | 1134 | 100 | 688 | 100 |
| Gender | New Hires | % | Voluntary Layoffs | % |
|---|---|---|---|---|
| Male | 570 | 50.3 | 378 | 55 |
| Female | 564 | 49.7 | 310 | 45 |
| Total 2014 | 1134 | 100 | 688 | 100 |
| Age | New Hires | % | Voluntary Layoffs | % |
|---|---|---|---|---|
| Up to 29 anos | 991 | 87 | 562 | 82 |
| Between 30 and 50 years | 137 | 12 | 124 | 18 |
| Above 50 years | 6 | 1 | 2 | 0 |
| Total 2014 | 1134 | 100 | 688 | 100 |
Assessment and feedback / Career planning and development
Meritocracy and equal opportunities are the central axes of the career and development plan, contributing to our tradition to attract and retain high performers.
Focus on individuals / Health and quality of life
The welfare of our employees is promoted by MyLife and KPMGPrev programs, the health and safety strategies and the wide range of benefits we offer.
Internal environment / Organisational climate
Every two years we conduct a Global People Survey (GPS) to gain an understanding of the needs, motivation and satisfaction of our professionals.
Diversity
Our approach to diversity is guided by our value of “respecting people for who they are” and its broader objective is to create an environment that is free of discrimination.