Work force and family

Internal public communication and engagement

We provide internal social networks – Teams and Yammer – to promote a closer relationship between and with employees. According to an internal survey, however, the channels most used by this public nowadays are the ChesfHoje e-mail, followed by ChesfOnline (blog), Mural Chesf and the intranet.

One of the most important communication actions with our employees in 2019 was the launch of the “Nossa Segurança é pra você e com você” (Our Safety is for you and with you) seal, to unify all of the Company’s safety campaigns, including prevention of disconnection due to human error; in transmission lines and substations; corporate (property); information; dams; work and traffic. The communication actions related to these themes were developed with the same identity, reinforcing safety as a corporate value at Chesf.

We also renewed the billboards of the Paulo Afonso and Xingó plants that contain information on dam safety in order to include the seal.

Employee profile, turn over and retention

In 2019, Chesf had a workforce of 3,193 employees, composed of 3,186 from its own staff and 7 requested from public administration bodies or companies. Of the total, there were 587 women and 2,606 men. In the same period, the turnover rate2 was 8.67%. There was one admission (by judicial determination) and 652 dismissals.

 2 Chesf calculates its turnover by using the following formula: [(hired+ dismissed/2)/average effective staff]x100.

Consensual Employment Termination Agreement (PDC)

Two editions of the Consensual Employment Termination Agreement (PDC) were held in 2019, aimed at voluntary dismissal of eligible employees. In total, 626 were effectively dismissed by December. Expenses with PDC include financial incentives and a health plan for a maximum period of 36 months from the date of dismissal.


As a mixed-capital company, we hire our employees through a competitive examination, as required by the Federal Constitution, and therefore we have no interference with the diversity profile of the staff. However, we reinforce that we do not tolerate prejudices of any nature and that we integrate everyone in the same way, regardless of gender identity, race, ethnicity, age, sexual orientation, social origin, physical or mental capacity.

We seek to promote an organizational culture of equal opportunities for all, a commitment that is expressed in our Code of Ethical Conduct and Integrity and Social Responsibility Policy. To maintain it, we implement actions to promote diversity through the Gender and Race Committees.

People and professional development management

Our way of managing has as its main objective to meet the guidelines of strategic planning, following a premise of excellence in people and organizational culture through the following strategies:

  • performance promotion and continuous assessment, guiding career development, focusing on results and skills;
  • development and implementation of model, networks and programs for employee development and knowledge management; and
  • development of stimulating management methods capable of motivating and engaging people.

The bases for this action are in the Eletrobras Companies’ People Management Policy. The document contains principles and guidelines that are deployed in business strategy.

Our Corporate Education Plan (PEC) provides for training and capacity building that can contribute to the development of competencies related to the Company’s business guidelines, considering Strategic Planning as the main guideline. To this end, corporate education indicators are monitored every quarter, in accordance with the targets set by the PEC at the beginning of the year. Monthly meetings of the Educational Council are held, formed by a representative of each Board of Executive Officers and conducted by the Superintendence of People Management.

One of the highlights of the PEC is the Living and Learning (Vivendo e Aprendendo) Program, developed by Chesf to elevate the education of employees with a focus on Elementary and High School Courses. We carry out and coordinate the initiative in partnership with Sesi, and classes are held at our premises, during working hours.

We also invest in the participation of employees in graduate courses (lato sensu and stricto sensu) for the development of professional skills that are compatible with the activities performed – or that may be performed – and that are of interest to the organization. The long-term educational actions are all funded by Chesf, according to the PEC budget forecast. We also make available the benefit “Education Aid – Higher Education”, granted to all employees who do not have a college degree and do not have their employment contract suspended.

For the year of 2019, it is worth highlighting the offer to managers of a specific MBA for the electricity sector, developed by Fundação Getúlio Vargas (FGV). The objective was to align managers with different backgrounds and with the Company’s strategies. Training sessions on ethics were also held, among them:

  • Code of Ethical Conduct and Integrity;
  • Non-violent Communication;
  • Tarde Rosa (Pink afternoon);
  • Compliance Immersion Course;
  • Ethical Intelligence – 2030 Agenda;
  • Management and Determination of Public Ethics;
  • Promotion of Respect for Diversity in the Work Environment.

Occupational health and safety

Our actions and programs related to occupational health and safety are based on the promotion of quality of life and the prevention of occupational accidents and diseases. We also maintain measures to control hazards and risks that affect our activities.

We provide all employees with access to the Incident and Non-Conformity Recording System (CIN), an action of great relevance for the prevention of occupational accidents, occupational diseases and dismissals due to human error, since it allows everyone to become a true “health and safety agent”, recording incidents and deviations that may lead to the occurrence of damage to employees and to the electrical system operated by Chesf.

It is worth mentioning that Chesf has the Occupational Health and Safety Assessment Services (OHSAS 18.001:2007) certification, which has contributed to the management of the accident prevention system and strengthened the internal safety culture.

Chesf is divided into seven regional committees, in addition to the headquarters, and has decentralized Internal Committees for Accident for the Prevention of Accidents at Work (Cipas), according to what is defined in Regulatory Standard No. 5 (NR-05) of the Ministry of Economy. According to this NR, Cipas are parity commissions constituted by representatives elected by the employees and representatives appointed by the employer in equal number. The main attributions of the commissions are to identify process and work environment risks and elaborate the risk map; develop preventive actions for the solution of safety and health problems; participate in the implementation and quality control of the necessary prevention measures, as well as evaluate the priorities of action in the workplace; carry out periodic inspections and safety checks in working environments and conditions, seek situations of risk to the safety and health of workers; disseminate information regarding occupational safety and health; collaborate in the development and implementation of the Occupational Health Medical Control (PCMSO) and Environmental Risk Prevention (PPRA) Programs and other initiatives, among others. In Chesf, 100% of the employees are represented by Cipas, which totalizes, in the whole company, 21 committees.

There are also regulations to determine the mandatory occupational safety training (NR-10, NR-35, NR-18, among others) and the guidelines for the acquisition, use, safekeeping and conservation of Personal Protective Equipment (PPE) and Collective Protective Equipment (CPE). We make the same requirements of occupational health and safety management to the service providers.

Occupational health and safety initiatives

Throughout 2019, Chesf’s Occupational Health and Safety (OHS) areas implemented and continued specific actions and programs for risk prevention and control, health promotion and quality of life and well-being.

  • recertification of the Occupational Health and Safety (OHS) Management System in the international standard OHSAS 18.001:2007, concerning the activities at the Xingó Hydroelectric Power Plant (UXG), maintained for the eighth year in a row;
  • installation of an innovative pilot system to reduce noise levels within the acceptable range of standards, at the Paulo Afonso IV Power Plant, with the completion of R&D, including knowledge and qualification training for Chesf professionals during the realization of the projects, which involved all of the Company’s offices;
  • implementation of the EH&S (Environment, Health & Safety) module of SAP, with the objective of optimizing the interconnection of occupational health and safety processes, enabling better risk and information management and integration of OHS processes in all Eletrobras companies. For 2020, the launch of new transactions in the EH&S module is planned, which will bring better management of Personal Protective Equipment (PPE) supply, as well as in the treatment of information that will be made available to e-Social;
  • completion of safety inspections, focusing on height protection equipment for substation and transmission line maintenance teams, as part of the PREVINA-SE Project, carried out at the Recife Regional Operation Department;
  • assistance in the operation and development of the actions of the Internal Committees for Prevention of Accident at Work (Cipas), in the inspections, audits and monitoring of the documents of the Cipa Management System (SGC) and in the holding of the Internal Week for the Prevention of Accident at Work (Sipat);
  • focus on the Project for the Prevention of Dismissals due to Human Error (DEH), besides the prevention of work accidents, in the training of professionals involved in the Headquarters and Regional offices, as well as in the corporate communication actions on the subject;
  • labor safety audits in our own teams and those of contracted companies, and documentation analysis;
  • conducting campaigns in the area of health and quality of life, such as White January, Prevention at Carnaval, Green April, Prevention at São João, Pink October, Blue November and the World AIDS Day;
  • the second edition of the Art and Expression (Arte e Expressão) Project was held at the headquarters and in Paulo Afonso, Salvador and Sobradinho. The event included a discussion with Art and Mental Health professionals, and an exhibition of art and handicraft pieces produced by the employees, as well as theater presentations and workshops to improve emotional well-being and care for self-esteem. Talks and workshops on mental health at work, stress and anxiety prevention, emotional management and sleep hygiene were also held in Sobradinho, Teresina and Fortaleza. The Mental Health Events reached the participation of 150 employees throughout Chesf;
  • celebration of five years of the Maternity Support Room, a quiet, comfortable and suitable place for the collection and storage of breast milk, ensuring ideal space for mothers to collect and store their breast milk. Since its inauguration, 25 employees have already made use of this resource during the period of return from maternity leave;
  • continuity of the activities of the Health Promotion Center (CPS) in Recife and Sobradinho and the resumption of the operation of the Salvador CPS;
  • Chesf’s participation in the Circuit Races in Recife and Salvador, in the Night Run and EcoRun Sunset races, in which the Company received the award for the largest participating team. Still in the fight against sedentarism, the regional of Fortaleza held the 2nd Healthy Circuit (Circuito Saudável) in the promotion of physical activities, with a race in the internal area of Chesf;
  • Vaccination Campaign against influenza, serving 1,836 employees;
  • the resumption of labor gymnastics for the headquarters public; and
  • the Organic Trade Fair (Feira de Orgânicos) is held fortnightly at the headquarters for the fourth consecutive year.

Human rights

The principles and guidelines that guide human rights management can be found in Eletrobras’ Social Responsibility Policy, the Code of Ethical Conduct and Integrity, the Logistics Policy of Eletrobras companies’ supplies, in the Eletrobras Companies’ Sustainability Policy and in the Eletrobras Suppliers’ Guide of Conduct.

We monitor the implementation of Chesf’s Business Plan and Management actions – PNG 2019-2023, by using the following indicators:

  • stimulating 100% of level 1 suppliers (critical) to adopt the practice of valuing and promoting diversity;
  • dealing with 100% of human rights complaints by 2020; and
  • obtaining a percentage of women occupying management positions at least equal to the percentage of women in the Company.

Additionally, we also monitor the Human Rights and Exercise of Citizenship Program, through PDNG 2020-2024, aiming to train 100% of our workforce and 100% of employees of outsourced companies in Human Rights and Diversity, in addition to influencing Relationship Publics on practices of Diversity and non-violation of Human Rights.

The impacts of diversity management and gender equality are identified and monitored through Chesf’s Pro-Gender and Race Equity Plan, 2018 – 2020 Edition, being a biannual instrument. We work with Eletrobras’ Human Rights Working Group (WG), which carries out actions to encourage suppliers to answer the due diligence questionnaire in order to identify possible human rights violations, improve the relationship structure with suppliers, and define actions aimed at this public. It is worth noting that this WG is still being implemented, as is the Chesf Human Rights and Exercise of Citizenship Program.

In 2019, several actions were taken to promote awareness regarding the implementation of Human Rights at Chesf, with special emphasis on the following:

  • May 18th Campaign – Sexual Violence Against Children and Adolescents, in which we support the state initiative, producing posters for distribution by the Network in Pernambuco;
  • The Lilac August Campaign, which has been defending the rights of women in violent situations;
  • Campaign “16 days of Activism for the end of violence against Women”;
  • Awareness Campaign in the Women’s Month (March) with the theme “Recognition and Empowerment of Women in the Workspace”;
  • Popcorn & Knowledge (Pipoca & Conhecimento) event, with the showing of the movie “Big Eyes”, to promote reflection on women’s causes;
  • Workshop on Human Rights and Diversity, with the objective of deepening the knowledge on the subject of the members of the Gender and Race Committee;
  • Pink October Campaign;
  • Blue November campaign;
  • lectures and educational actions that addressed the issues of the Code of Ethical Conduct and Integrity;
  • lecture on “Ethical Intelligence and Human Sustainability”, given by Professor Regina Migliori.

Indigenous peoples’ rights

The indigenous issue is discussed in the Environment Committee of Eletrobras companies, through a permanent working group created in 2019 from a commission existing since 2012. The Commission prepared the guidelines for relations with these peoples, which were included in version 4.0 of the Environmental Policy of Eletrobras companies.