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We seek to both attract and retain the talent within the Company, and there- fore we invest in:

Taking part in programmes to involve university students in a professional environment.

Developing our own initiatives such as the Talent Call-Challenging U grants program.

Sponsoring highly motivated gra- duates in the energy sector so they can study international Masters programs in prestigious Oil&Gas schools.

Creating academic programs in out- standing academic institutions re- lated to our business.

Encouraging the participation of our professionals in training plans, both internal and external, in prestigious institutions (IESE, ESADE, Nebrija Business School) to ensure their de- velopment.

Trusting our professionals qualities to fill vacancies in all business areas.

Our employees knowledge and skills are our greatest asset, and therefore we consider training as a key invest- ment with great strategic relevance. In 2015 we have implemented various measures, including the following:

Development of the Campus Pro- ject, a virtual campus where we have implemented the Somos Cepsa (We are Cepsa), Idiomas (Langua- ges) and Liderazgo (Leadership) schools, optimizing the connection between training and the qualifica- tion needs for organizational posi-

tions in integrated management.

Implementation of a new Training Model in the system, with more in- volvement of managers in the defini- tion and management of their teams training. In 2015, 7,806 employees have received 372,812 hours of trai- ning, around 40 hours per employee.

We have increased the hours devoted to language training by 75% and those dedicated to business management by 111% compared to 2014.

ATTRACTING AND RETAINING TALENT

PROFESSIONAL TRAINING AND DEVELOPMENT

TRAINING HOURS BY PROFESSIONAL CATEGORY

Management

Mid-level technicians

Heads of Department

Specialists

Senior technicians

Administrative staff

Assistants

5,898

67,468

40,302

137,565

116,925

2,478

2,176

ANNUAL AND CORPORATE RESPONSIBILITY REPORT 2015