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Team performance results

 

Meeting and exceeding our targets

This section of the report is a summary of TELUS’ key economic, social and environmental performance results for 2011 and 2012 targets. To determine the content of each report, TELUS assesses the CSR materiality of certain aspects of its business, as well as using the pertinent Global Reporting Initiative (GRI-G3) reporting guidelines to help direct its disclosure. The GRI-G3 guidelines provide a baseline for the type of discussion, as well as the volume and type of metrics that can be found within the report. For the second consecutive year, we have received assurance on key indicators and as a result have self-assessed our GRI-G3 compliance level as “A+”.

 
 
 
  • Exceeded Target
  • Met Target
  • Did not meet target
  • Not applicable
Performance measure 2011 target 2011 results 2012 target1 GRI-G3
Engagement (domestic) 60% 70% 76% -
Engagement – TELUS International Philippines (new target) 76% 70% 74% -
Engagement – TELUS International Central America (new target) n/a 65% 69% -
Average Canadian voluntary turnover2 7.6% 8.6% 8.2%3 LA2 Core
Team member recognition spend $8.8 million $9.76 million $8.53 million -
Investment in learning $19.6 million $20.4 million $23.1 million LA10 Core
Return on Learning4 n/a 69% 71% -
Wellness reach rate5 80% 71% 75% of team members nationally have access to face-to-face wellness programs LA8 Core
Wellness onsite fitness membership 25% 20% As Work Styles expands the relevancy of this measure declines. We will continue to track Active Living participation but will not report targets LA8 Core
Safety - lost time accidents per 200,000 person-hours worked6 0.82 0.74 Maintain or better our 0.74 ratio LA7 Core
1

Refer to Caution regarding forward-looking statements summary. 
2

Data presented is for TELUS domestic team members tracked in primary Human Resources Management system.
3

Target is 8.2 per cent, which is lower than the 2011 Conference Board of Canada communications/telecommunications average voluntary turnover rate of 8.8 per cent.
4

Return on Learning indicates the impact that formal, informal and/or social education has had on team member performance.
5

Tracking formula changed in 2011 to reflect actual participation rate in wellness programs. In past years, we tracked “opportunity” to participate at onsite events.  Beginning in 2011, we tracked the actual participation rate for all virtual and onsite events as we feel this shows more accurately the uptake of our offerings.
6

Data presented is for TELUS Canadian domestic team members tracked in primary Human Resources Management system.