Our evaluation and performance

EDPR continues to improve the appraisal model implemented in 2010, which is applicable to all our employees. Currently, it is based on a 360 degrees evaluation model in which the system collects information from several data sources to evaluate employee performance: oneself, peers, subordinates and manager. In 2011, audiovisual material, publications on the Intranet and workshops were carried out to educate our employees on the process.

During the 2011 appraisal process, employees had the opportunity to create their Individual Development Plan, which was aligned with their manager. The objective of this new system is to monitor the progress of improvement actions and skills development.


In order to fuel future growth, increase efficiency and drive innovation EDPR is constantly scanning globally to recruit top talent. To this extent a recruiting strategy has been developed to achieve this critical goal. As a sustainable company, EDPR aims to ensure that new recruits are aligned with the company’s values:

  • Team Oriented Environment: EDPR promotes an environment that is based on team building and allows employees to have exposure to other areas of the company;
  • Career Development: EDPR recognizes the importance of career development and helps employees acquire knowledge and master the business so they can excel in their professional growth. The Company offers opportunities for internal mobility and recognizes and rewards employees for their innovation, hard work and performance;
  • Diversity: EDPR has a diverse population, with employees from a wide range of backgrounds and cultures;
  • Sustainability: EDPR aims to encourage environmental, economic and social stewardship by its employees and communities. This is achieved by using sustainable processes and practices to foster partnerships that improve the quality of life.

In 2011, EDPR hired 130 employees, 68 for EDPR EU, 40 for the EDPR NA, 18 for EDPR Corporate and 4 for the EDPR BR. Additionally, the percentage of women hired increased from 27% to 32%.

Welcome New Hires

EDPR is concerned with the adaptation of new hires. Thus, in EDPR EU, we organized five Welcome Days that give the opportunity to get to thoroughly know EDPR.

During this three day event, EDPR provides new hires with some basic knowledge and tools that are invaluable for the quick adaptation. Recruits are briefed on the activities and objectives of the companies departments, visit a wind farm to get an up-close view of the business and receive basic training by the Renewable Energy School.

Employee Handbook

Taking into account that all new employees must be aware of human resources policies and procedures, they must have an easy-to- handle manual to help them solve any issues. Thus EDPR developed a guide applicable to all new employees hired within Europe. This guide already exists for the North American platform.

After several meetings with country managers and heads of department to collect country specific information, the document was finished and published. The information is available on the company intranet and will be updated on an annual basis. A road-show was taken to several countries, providing a small presentation to educate all employees on the new handbook.


During 2011 we hired 84 interns, 5 of which were brought on full-time. EDPR is committed to hiring the brightest people and seeks interns from the top universities and business schools.

“My summer internship at EDPR will have a long lasting impact on my career. I got the opportunity to work on critical projects, learn for top executives and enjoy the company’s challenging environment.”

Intern, summer 2011



We are committed to offer employees an attractive career development plan, as well as continuous education and training opportunities. This vision is key in aligning current and future demands of the organization with employees’ capabilities, while fulfilling their professional development expectations and supporting their continued employability.

In 2011, we increased the number of training hours from 26.734 to 37.996. Additionally, the total investment was increased by 45%, reaching 1 million euros.

In order to improve our employees’ training, we created the EDPR Training Catalogue 2012, with a schedule of the training activities and the training policy. Additionally, the Renewable Energy School has been included as an educational field in the Training Catalogue. These tools allowed for the creation of a common knowledge base for all employees and synergies within the EDP group.

High Potential Program

The High-Potential Program (HIPO) is a program designed to develop soft skills in order to prepare future leaders and successors to carry EDPR to the next level.

The specific areas included when designing the program are:

  • Strategy;
  • Leadershipandteamwork;
  • Communicationandnegotiation;
  • Innovationandknowledgesharing.


Since the end of 2010, the project of the Renewable Energy School has been evolving from the initial general idea to a tangible and defined initiative, through numerous internal stakeholders’ consultation to ensure the real value added and effectiveness of this knowledge management initiative. With the ambition of going beyond pure training, the School is now emerging as a true platform for sharing knowledge, experience and best practices.

The Renewable Energy School of EDPR was officially launched in Europe (Madrid) in September and in the US (Houston) in October.

The school’s curriculum is organized around seven programmes that have been identified by EDPR’s managers as priority areas for this project: Technical Training, Project Ownership, Operating Company Realities, Wind farm Economics, Asset Management, Offshore Projects and Safety Culture.

In 2012, the school will gradually add new courses at two different levels: Fundamentals and Proficiency.
The Fundamentals Courses are targeted primarily at junior professionals, new hires without sector experience and employees with corporate services profiles. Proficiency Courses are targeted primarily at middle to senior management (depending on the specific role) or junior professionals, who need more in-depth training in a given area.

The selection of participants is designed to consider both the training needs of managers and the training requests submitted by employees. The school thus aspires to address the identified needs and priorities of the company.

In addition to the initial offer of full-day courses, modular offers will also be introduced in 2012. Called “Learning Series” they will consist of shorter sessions (2-3 hours) based on the modules and materials of the school’s complete courses. The objective of this “Learning Series” formula is to make the school offering as flexible and time-efficient as possible.

Executive Program

The executive program was developed for managers, to consolidate their leadership and team development skills. The program is focused on:

  • HighPerformanceLeadership;
  • StrategyandBusiness;
  • Efficientexecution;
  • Changemanagement.

Advanced Training

In 2011, EDPR offered advanced training to 7 senior managers, which is a good indicator of the commitment to Talent Development undertaken by the company. They enrolled in top international business schools which contributed to further develop our values and know-how, as well as to develop our high qualified profiles.

“Through high level courses in the best business schools, EDPR offers its employees the possibility to enrich their professional experience and to enlarge their business horizon”

EDPR employee

Leadership Guide

At the beginning of 2012, a training course will be launched in all European countries on leadership and the role of the team manager. For this training session, a guide has been designed to collect and consolidate the main Human Resources aspects that Managers could find in the exercise of their responsibilities as people coordinators.

As a final result, all managers should recognize their leadership responsibilities and the leadership style expected at EDPR. The training aims to emphasize the attitudes and behaviours of an EDPR leader, as well as to leverage the “Leaders Guide”. In fact, as of 2011, all Managers are given a manual that explains HR issues and processes from a managers perspective.