CSL

With over 9,000 people working in 27 countries, it’s our people who shape CSL’s culture of innovation and excellence. Listening to our employees, providing the opportunity to develop leadership and technical expertise as well as ensuring equality and collaboration in the workplace are some of the ways we support our people in the complex and challenging environment in which CSL operates.

• Listening to our employees
• Developing our people
• Recruiting the Best

Listening to our employees

Distributed in eleven languages, our biannual 2007 Global Employee Opinion Survey garnered an exceptionally high response rate of 88% across the business. Over 84% of those who responded are proud to work for CSL and 86% strive to achieve their own work goals. Opportunities for improvement include continuing to engage with employees about their career development and providing further opportunities for employees to share their opinions and thinking with senior management. Across the business, departmental teams are developing improvement initiatives to address their local results, ensuring that action is taken at the level which has the greatest impact on employees.

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Developing our people

All employees are encouraged to participate in learning and development activities. These are identified during performance reviews, built into forward year workplans and supported through our learning management systems. In Kankakee, a series of eight courses have been developed to allow supervisors and new managers to build an understanding about fundamental management skills and strategies to improve employee performance and operational efficiencies. Most notably the “Conflict Resolution and Contract Administration” course is ensuring that attendees develop a sound understanding of labour-management relations.

Across our global operations we recognise the need to develop the next generation of CSL business leaders and this year we have offered an Executive program, as well as two programs targeted at high potential senior managers. By bringing people together from across the globe for these initiatives, global networks are formed and our current business leaders can share their experiences and insights with our high potential people. Both programs incorporate 360-feedback and external coaching, with ties between the two programs strengthened by an internal mentoring program, matching executives to senior managers.

This year we have formalised our Short Term Assignment program, allowing employees to relocate for a period of up to twelve months to gain skills and insights into other areas of the business and to share their own expertise with local teams. Short term roles are sourced internally and an evaluation process determines the best available candidate, based on employee development needs. To date, ten employees have been relocated while participating in the Short Term Assignment program. Relocated employees receive support from Human Resources teams to ensure that they and their families settle into their temporary home as quickly as possible and receive maximum value from the relocation, both personally and professionally.

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Recruiting the Best

CSL’s competitive advantage relies on attracting the best people to fill roles across the organisation. Internally, positions are now advertised globally, ensuring that we take advantage of our strong internal talent market. Employees are encouraged to apply for positions which allow them to develop their skills and experience, ensuring that talented employees remain within the company when looking for advancement.

In Marburg, the recent recruitment drive to fill 53 new positions, created as a result of a new filling and packaging facility for our Afluria® vaccine product, resulted in a new approach to recruitment. Joint efforts by Human Resources, the relevant production departments and local labour agencies resulted in 300 applications, an overwhelming response from the local community, cementing CSL Behring GmbH’s reputation as a preferred local employer. At our Kankakee facility, an employee referral program has been implemented, attracting a number of new employees who have been referred to positions by current CSL employees.

In the ZLB Plasma US operations, new initiatives have been developed to address a growing shortage of qualified Medical Technologists and Medical Laboratory Technicians. ZLB Plasma is developing relationships with technical colleagues; meeting Program Directors, hosting groups of academics and students at ZLB Plasma facilities and ensuring that ZLB Plasma is well placed to attract new graduates. A successful partnership with MedVance College near ZLB Plasma’s Knoxville facility has seen four graduates employed by ZLB Plasma in the last year. Twenty-one collection centres have hosted successful internship applicants and the ZLB Plasma corporate office in Boca Raton hosted five interns, taking on assignments as diverse as Human Resources to Biopharmaceutical Industry Analysts.

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