USG PEOPLE RSS en-us Sat, 19 May 2012 13:52:11 CEST Sat, 19 May 2012 13:52:11 CEST info@tripany.com index.php?parent_id=197&pk_pagina_id=197 USG People is a specialized provider of employment services in Europe, focusing on the market segments general and specialist temporary employment, professional secondment and projects, HR services and customer care. We provide this range of services through our independent operating companies. Our companies are active in ten European countries: Austria, Belgium, France, Germany, Italy, Luxemburg, the Netherlands, Poland, Spain and Switzerland. USG People shares are listed on the stock exchange NYSE Euronext Amsterdam. index.php?parent_id=197&pk_pagina_id=168 With revenue of € 3.2 billion in 2011 USG People is one of the largest providers of HR services in Europe with established and recognisable national and international brands. Headquartered in the Dutch city of Almere, USG People is active in Belgium, France, Italy, Luxembourg, the Netherlands, Austria, Poland, Spain and Switzerland. The brand portfolio of USG People comprises Start People (General Staffing) – Unique, Technicum, Secretary Plus, ASA, Call-IT, Creyf’s, Vakcollege Groep (Specialist Staffing) – Legal Forces, USG Capacity, USG Energy, USG Financial Forces, USG HR Forces, USG Innotiv, USG Juristen, ikki (Professionals). USG People is listed on the NYSE Euronext Amsterdam stock exchange and is included in the Amsterdam Midcap Index (AMX). index.php?parent_id=197&sub_parent_id=200&pk_pagina_id=200 Our portfolio consists of brands with an image that stands out to different professions. We work with specialist teams who know the unique characteristics of each sector inside out and know how and where to find the best people in their profession. Our brand portfolio is grouped into three product / market combinations:   General Staffing Start People Staffing, secondment, recruitment and selection, pool management and payrolling services for both large companies and companies in the SME segment. Special units for the mediation of staff for call centres and in the transport, healthcare, and technical sectors. Start People also provides in-house services to large companies.   Specialist Staffing Unique, Technicum, Secretary Plus ASA, Call-IT, Creyf's, Vakcollege Groep Specialist activities in the area of staffing, secondment, payrolling, recruitment and selection, and projects in various market segments including administrative, commercial, financial, medical, secretarial, management support, HR, multilingual and technical.   Professionals Legal Forces, USG Capacity, USG Energy, USG Financial Forces, USG HR Forces, USG Innotiv, USG Juristen, control, ikki Specialist services such as secondment, recruitment and selection, project support and consultancy by highly qualified professionals, aimed at the specialist areas of communication and marketing, legal, financial, HR, IT and technical. Professional self-employed people with no staff are also supported and facilitated by the aforementioned operating companies. index.php?parent_id=200&pk_pagina_id=201 index.php?parent_id=197&sub_parent_id=202&pk_pagina_id=202 Executive Board USG People’s Executive Board consists of five people. Mr Rob Zandbergen as Chief Executive Officer (CEO), Mrs Leen Geirnaerdt as Chief Financial Officer (CFO), Messrs Eric de Jong and Hubert Vanhoe as Chief Operational Officers (COOs) and Mr Albert Jan Jongsma as Chief Corporate Officer (CCO). read more   Supervisory Board The Supervisory Board of USG People consists of five members. Mr Cees Veerman is the chair and Ms Marike van Lier Lels and Messrs Joost van Heyningen Nanninga, Rinse de Jong and Alex Mulder are members of the Supervisory Board. Furthermore, a separate audit commission and a remuneration and appointments commission are installed. The audit commission consists of Mr Rinse de Jong (chair) and Ms Marike van Lier Lels. The remuneration and appointments commission consists of Messrs Joost van Heyningen Nanninga (chair), Alex Mulder and Cees Veerman. read more index.php?parent_id=202&pk_pagina_id=203 Rob Zandbergen, CEO Rob Zandbergen (1958) has been active in the temporary employment sector since early 2003, starting off as Chief Financial Officer of Solvus NV, the publicly listed company acquired by USG People N.V. in 2005. Following the takeover he was appointed CFO of USG People and he was appointed Chief Executive Officer on 1 July 2010. In addition to his work at USG People, Rob Zandbergen sits on various executive and supervisory boards. He is a member of the supervisory board of Dutch Flower Group (an international group of companies operating in the plant and flower sector) and chairman of the supervisory board of SNT. From 2005 to end-2011, Rob Zandbergen has served on the board of StiPP, the Dutch pension fund for the staffing sector. Zandbergen graduated from the Royal Netherlands Military Academy in Breda, where he specialised in administration and economics, after which he studied business economics at the University of Amsterdam. Before joining the board of Solvus in 2003 he held various national and international executive positions at publicly listed companies. Rob Zandbergen holds Dutch nationality.     Leen Geirnaerdt, CFO Leen Geirnaerdt (1974) studied Applied Economics with an Accountancy option at the University of Antwerp. After graduating with Great Distinction, she started her career at PricewaterhouseCoopers. Having progressed from auditor to manager over a period of six years, she then moved to Solvus Resource Group and the position of Corporate Controller. Since the acquisition of Solvus N.V. by USG People, Leen Geirnaerdt has held various senior management positions, including that of General Manager of USG People Belgium’s Shared Service Center Transactions & Support from 2008. Leen Geirnaerdt joined the Executive Board of USG People N.V as Chief Financial Officer on 1 November 2010. Leen Geirnaerdt holds Belgian nationality.     Eric de Jong, COO General & Specialist Staffing Eric de Jong (1963) studied International Business Economics at the Professional Agricultural University and obtained his MBA in the UK. In 1986 he started his career as an intermediary with Start Uitzendbureau B.V. After holding various management and executive positions, he was appointed general manager in 2002. As Executive Vice President Eric de Jong was a member of the Board of Management of USG People N.V. from 1 October 2007. Following a change in the senior management structure in mid-2010 he became a member of the Executive Board where, as Chief Operational Officer, he held responsibility for all activities in Belgium, France, Italy, Luxembourg, Austria, Poland, Spain and Switzerland until the end of 2011. Following the strategic restructuring announced on 28 October 2011, Eric de Jong has been responsible for General Staffing as well as the international brands Unique and Secretary Plus since 1 December 2011. Eric de Jong holds Dutch nationality.     Hubert Vanhoe, COO Professional & Specialist Staffing Hubert Vanhoe (1963) has worked for USG People since 2005, the last four years of which as Vice President of USG People in Belgium. After studying Communication Science at the University of Brussels he went on to obtain an MBA from the Open University Business School. During his career Hubert Vanhoe held various commercial management positions with companies including DHL and Manpower before moving to the role of Managing Director of Office Depot and Staples (formerly Corporate Express). In 2005 he made the switch to Start People in Belgium as General Manager and was appointed Vice President of USG People in Belgium just over two years later. On 1 December 2011 Hubert Vanhoe joined the Executive Board as Chief Operational Officer, a position in which he is responsible for all the activities of Professional Solutions, Technicum and a number of specialist labels. Hubert Vanhoe holds Belgian nationality.     Albert Jan Jongsma, CCO for Legal, M&A, Corporate Governance, Compliance, HRM and Internal Audit Albert Jan Jongsma (1968) joined USG People N.V. in 1995. After obtaining a degree in Law, he took various courses including an MBA. Following a career ranging from corporate lawyer to Corporate Director for Legal & Acquisitions at USG People N.V., in September 2006 he was appointed Corporate Vice President for Legal and M&A and became a member of the Executive Committee. Following a change in the senior management structure in mid-2010 he became a member of the Executive Board where, as Chief Corporate Officer, he is responsible for Legal, M&A, Corporate Governance, Compliance, HRM and Internal Audit. Albert Jan Jongsma holds Dutch nationality. index.php?parent_id=202&pk_pagina_id=208 Cees Veerman Cees Veerman (1949) joined the Supervisory Board of USG People on 1 December 2009 and became chairman on 1 March 2010. From 2002 to 2007 Veerman was the Dutch minister of Agriculture, Nature and Food Quality. He currently holds professorships at the universities of both Tilburg and Wageningen, and is CEO of Bracamonte B.V. In addition, he sits on the supervisory boards of companies including Barenbrug Holding B.V., Rabobank Nederland, Koninklijke Reesink N.V. and Ikazia Ziekenhuis Rotterdam, and is a member of the supervisory committee of research institute Deltares. He is also a member of the executive committee of the Netherlands Organisation for Scientific Research (NWO). His term of office ends in 2016. Cees Veerman holds Dutch nationality.   Joost van Heyningen Nanninga Joost van Heyningen Nanninga (1946) joined the USG People N.V. Supervisory Board in April 2001. He is a senior partner in Egon Zehnder International, giving him broad expertise in the field of personnel and organisation. Joost Van Heyningen Nanninga sits on the supervisory boards of various companies including Z.B.G.  Capital B.V. and Breevast B.V. He is also an active member of several foundations and associations, including the United World College Foundation and the Rembrandt Association. His term of office ends in 2013. Joost van Heyningen Nanninga holds Dutch nationality.   Marike van Lier Lels Marike van Lier Lels (1959) has been a member of the USG People N.V. Supervisory Board since December 2002. She graduated from Dordrecht technical college in 1983 and from Delft Technical University in 1986. She subsequently held a number of management positions with Royal Nedlloyd, Van Gend & Loos, Deutsche Post Euro Express and Schiphol Group. Marike van Lier Lels is a member of the supervisory boards of various companies including KPN, Reed Elsevier, TKH Group and Maersk Nederland. She is chairman of the Board of Supervision of the Netherlands Society for Nature and Environment, and is also a member of the Advisory Council for Transport, Public Works and Water Management, a member of the Council for Environment and Infrastructure, a member of the Central Planning Committee of the Dutch Central Planning Bureau and up till 2012 she was a member of the Dutch Advisory Council for Science and Technology Policy (AWT). Her term of office ends in 2014. Marike van Lier Lels holds Dutch nationality.   Rinse de Jong Rinse de Jong (1948) joined the USG People Supervisory Board on 20 December 2010. A registered accountant, Rinse de Jong was most recently employed as Chief Financial Officer of Essent, where he was also responsible for risk management and IT. He is a member of the supervisory board and audit committee of APX-ENDEX and sits on the supervisory board and chairs the audit committee of Enexis Holding NV. He is also chairman of the supervisory board of EAH Holding B.V. and a member of the supervisory board of Bakeplus Holding BV. Rinse de Jong is a member of the Board of Supervision of the Guarantee Fund for the Health Care Sector and an executive committee member of the foundation Stichting Aandelenbeheer BAM Groep. His term of office ends in 2014. Rinse de Jong holds Dutch nationality.   Alex Mulder Alex Mulder (1946) founded Unique Uitzendburo in 1972, which by consequence makes him the founder of USG People N.V., of which he was chairman and CEO up to 2006. At the General Meeting of Shareholders in 2006 Mulder was appointed to the USG People Supervisory Board. Alex Mulder is also managing director of Amerborgh International N.V., a management company whose activities include investing and acquiring stakes in (young) promising companies as well as in art and culture. He is also chairman of Stichting AM Foundation. His term of office ends in 2014. Alex Mulder holds Dutch nationality.       Cor Brakel † Cor Brakel (1937) was chairman of the USG People N.V. Supervisory Board from 1998 up until his death on 19 October 2009. Brakel furthermore sat on the supervisory boards of various companies including Aalberts Industries N.V., Berlage Winkelfonds Duitsland N.V. and Talergroup Gibraltar. He was also chairman of the Executive Board of Wolters Kluwer N.V. until the end of 1999. index.php?parent_id=197&pk_pagina_id=209   Our vision We strive to hold a leading position in the select markets in which we operate. USG People’s core activities provide a robust basis and unique starting point to support this objective. Our specialist focus on small and medium-sized enterprises, in management support, administrative and technical positions, and our established positions for professionals lend themselves well to further internationalisation and growth, both organic and through acquisitions. Using our know-how we expand on our leading positions in these specific markets and niche markets and create added value for all our stakeholders. Innovation and new ways of working help continue to develop our organisation and make it more sustainable.   Our mission People make the difference, each with their own unique talent and passion. It is our mission to help people find the job that suits them best while at the same time providing our clients with the best possible employees. As a partner in employment we are the link to the job market for an ever-growing number of people and organisations. We use the expertise we have gained over the years to offer a multitude of opportunities for employment, learning and careers. We use our know-how to help our clients connect with the best candidates which, in turn, allows them to operate as effectively as possible on the market with well-qualified employees. The market is constantly changing under the influence of economic developments, on the one hand, and the availability of qualified employees, on the other. We do not believe in a one-size-fits-all concept, but in talented people who can make a difference when they are employed in the right place. It is this combination that enables us to attract the best candidates and connect them to the right jobs. index.php?parent_id=197&sub_parent_id=210&pk_pagina_id=210 The standards and values which form the core of USG People’s corporate identity are more than just words. These values, which find expression in our day-to-day conduct and the way we do business, have been described and can be read here. Our business principles are: commitment to results | passion | involvement | professionalism | progress These business principles provide guidance for all our employees on how we approach our work. We give expression to these core standards and values in our everyday activities. To guide us along the way, we have set out the basic responsibilities we have towards our stakeholders: employees, flex workers, clients, shareholders, business partners and society at large. USG People strongly believes in its strategy of segmented market approach through five internationally operating brands, and is firmly convinced that the freedom it allows its various brands and branches enables them to meet the needs of their specific markets. At the same time we are well aware that this strong diversity needs to be balanced by a sense of unity if we are to achieve sustained and sustainable success. I firmly believe that implementing these business principles and living by them will allow USG People to cope with any challenges that come our way and so create a sustainable future for us all.   Rob Zandbergen, CEO index.php?parent_id=210&pk_pagina_id=835 We are committed to results We are a result-oriented company and want to be the best service provider in our business. With our day-to-day focus on our clients, we think in terms of opportunities and possibilities. Our basic principle is that there is always room for improvement in both the process and the end result of our actions. It is the only way in which we can continue to meet our clients’ expectations. This means that focus on clients and focus on performance are both very important features for USG People. Providing service is always our top priority with the needs of our clients being the primary consideration. Pro-activity, responsibility and drive therefore play an important part in our employees’ development, allowing us to create a winning mentality and foster dedication and focus in our work. To us these are important ingredients for achieving results and success. Results and success in turn lead to pride, satisfaction and pleasure in work. That’s what we believe in. We want to win!   Our business principles: commitment to results | passion | involvement | professionalism | progress index.php?parent_id=210&pk_pagina_id=836 Passionate about business We are enterprising, hard-working professionals who are passionate about what we do. Passion is the energy which propels us. Passion is an important trait in our business, where competition is fierce and expectations for each individual’s performance are high. Passion is not a skill or trick. It comes from within and stems from doing something you are good at, when you set yourself goals to achieve, when you believe in something and are willing to give it your all. This is the essence of the USG People culture. USG People is focused on results. Passion is the ability par excellence to motivate others and inspire them to strive continuously for success and results. People who are passionate tend to be tireless and ‘bursting’ with energy. They believe in what they do. It is this strong internal conviction which often gives such employees the courage to push back existing boundaries. It is the commitment that you really will be there for each other when the chips are down. People who are passionate put forward their ideas and proposals with conviction and enthusiasm. When faced with opposition they are able to back up their arguments, resulting in successful client relationships in the business arena. Passion inspires!   Our business principles: commitment to results | passion | involvement | professionalism | progress index.php?parent_id=210&pk_pagina_id=837 We feel involved We believe in a multi-brand approach which allows us to offer specific solutions to the various needs of our candidates and clients through a limited number of strong brands. As well as this ‘diversity’, unity is very important to USG People. This is expressed in the mutual involvement between employees of the various labels. We display this same mutual involvement towards our clients, enabling them to take advantage of several of our organisation’s services through the ‘one-stop shopping’ model. Mutual involvement with one another and with the clients fosters cooperation, which in turn allows for the best possible use of the knowledge and expertise of others. This irrevocably results in mutual understanding and better performance. Our clients are the direct beneficiaries of this result. This is why we encourage the desire to help one another and to show empathy. This boosts the internal capacity to create a sense of community and togetherness, resulting in continuous enhancement of our services. We are USG People!   Our business principles: commitment to results | passion | involvement | professionalism | progress index.php?parent_id=210&pk_pagina_id=838 We are professionals We aim for professionalism towards both internal and external clients. This is expressed in the excellent and personal way in which we provide our services, with an eye to detail. Professionals, that is what we are. Providing personalised services has been in our blood since our company was established in 1972. We cherish this ‘DNA,’ coupling our history and traditions to innovations and new ideas. We want to excel at what we do and so USG People only employs experts – who want to learn from one another, have an interest in the profession and want to be the best at what they do. Our managers and employees set high standards for each other and for the work. This means that performance motivation is a major driver within USG People. In general, USG People staff are not easily satisfied and will certainly not settle for an average performance. Presenting the right image to our stakeholders, in every sense, is therefore a permanent value within USG People. In addition USG People possesses a great capacity for learning with the ability to implement new things quickly. This enables us to apply proven knowledge and insights directly to our own practice and this benefits the services we provide to our clients. Our service is key!   Our business principles: commitment to results | passion | involvement | professionalism | progress index.php?parent_id=210&pk_pagina_id=839 We aim for progress We believe that things can always be done better, more effectively or more efficiently. We therefore aim for a corporate culture of innovative and creative behaviour. A culture of mutual learning, sharing and coaching. A culture of dialogue, experimentation and continuous improvement. USG People as an organisation is constantly looking for the best way to serve its clients, identifying opportunities to innovate and devising possible new products or services. We encourage curiosity for new ideas and possibilities. We encourage employees’ own responsibility to strive for continuous personal development. Giving and receiving feedback and the ability to learn from one’s own mistakes are important skills in this respect that we want to instil into our employees. Our managers are trained to be local entrepreneurs who know the market and translate local developments to our business. They all have the drive to beat the competition by constantly improving their own services. We want to be the best!   Our business principles: commitment to results | passion | involvement | professionalism | progress index.php?parent_id=197&pk_pagina_id=211   Our people People are at the heart of USG People because we believe in the power of our motivated and professional staff combined with our focus on specialist and professional concepts. People are the key factor in determining the success of our organisation. This success is largely determined by the dedication, creativity, involvement and entrepreneurial spirit of our employees.   Multibrand approach Our market approach is based on a clear, effective and recognisable focus on market segments, which we operate on with five international brands. This enables us to provide specific solutions that meet the different needs of candidates and clients.   Strong candidate and client focus Our market approach and focus on specialists and professionals enables us to attract the best candidates and better serve the needs of our candidates and clients. We understand their needs, speak their language and have in-depth knowledge of the specific market segments in which we operate.   Local-for-local By being physically located close to the candidates we are able to respond quickly to their needs. Using social media and other online options we are in contact with our clients and candidates on a daily basis. By placing responsibility within central guidelines at the lowest possible levels of the organisation, we promote involvement and create entrepreneurial spirit among our employees on site, i.e. close to our clients.   Learning organisation Development is the key to both continuity and sustainable success in an increasingly competitive and complex market. We strive to achieve a business culture based on mutual learning, sharing and coaching â€“  a culture of dialogue, experimenting and constant improvement.   Community involvement Community involvement is embedded in the core of our services. It is also an important part of our SR policy. We believe there is a right place for everyone. The knowledge and capacity on hand is also used to help those who are further removed from the labour market, people on the sidelines or people who are in jeopardy of being sidelined. Our operating companies use their own specific services to support various non-governmental organisations and community projects. index.php?parent_id=197&pk_pagina_id=260 The efforts in various areas of USG People and our operating companies are often acknowledged. A selection of these recognitions:   2012 USG People Austria: Top 10 Best Workplaces in Austria 2012 (50-250 employees) ranked 2nd; Great Place to Work® Institute USG People Belgium: Top Employers Award 2011; CRF Institute   2011 USG People / IKKI Belgium: Bronze Direct Lion for The Crying Invoice; Cannes International Festival of Creativity USG People Spain: ranked 2nd at the BlackBerry 2011 Wireless Achievement Awards, for their Customer Relationship Management application for BlackBerry smartphones Creyf’s, the Netherlands: Temping Agency of the Year 2011; Q&A Research & Consultancy Unique, the Netherlands: ranked 3rd Temping Agency of the Year 2011; Q&A Research & Consultancy Secretary Plus, the Netherlands: ranked 2nd Flex Specialist of the Year 2011; Q&A Research & Consultancy ASA Student, the Netherlands: ranked 3rd Flex Specialist of the Year 2011; Q&A Research & Consultancy Secretary Plus, Belgium: Top 10 Best Workplaces in Belgium 2011 (<500 employees) ranked 9th; Great Place to Work® Institute USG People Belgium: Top Employers Award 2011; CRF Institute USG People Austria: Top 10 Best Workplaces in Austria 2011 (50-250 employees) ranked 8th; Great Place to Work® Institute   2010 Creyf’s, the Netherlands: Temping Agency of the Year 2010; Q&A Research & Consultancy ASA Student, the Netherlands: Flex Specialist of the Year 2010; Q&A Research & Consultancy   2009 Secretary Plus, Belgium: Top 10 Best Workplaces in Belgium 2009 (<500 employees) ranked 9th; Great Place to Work® Institute ASA Student, the Netherlands: Flex Specialist of the Year 2009, Nederland; Q&A Research & Consultancy Unique, the Netherlands: Best Workplaces in the Netherlands 2009 (Large & Multinaltional Companies) ranked 18th; Great Place to Work® Institute Content, the Netherlands: Best Workplaces in Nederland 2009 (Large & Multinaltional Companies) ranked 24th; Great Place to Work® Institute USG People Austria: Top 10 Best Workplaces in Austria 2009 (50-250 employees) ranked 6th; Great Place to Work® Institute Unique, Spain: Top 10 Best Workplaces in Spain 2009 (100-250 employees) ranked 9th; Great Place to Work® Institute   2008 Secretary Plus, Belgium: Top 10 Best Workplaces in Belgium 2008 (<500 employees) ranked 10th; Great Place to Work® Institute Creyf’s, the Netherlands: Temping Agency of the Year 2008; Q&A Research & Consultancy StarJob, the Netherlands: Flex Specialist of the Year 2008; Q&A Research & Consultancy Content, the Netherlands: Best Workplaces in the Netherlands 2008 (Large & Multinaltional Companies) ranked 16th; Great Place to Work® Institute USG People Austria: Best Workplaces in Austria 2008 (50-250 employees) ranked 24th; Great Place to Work® Institute Unique, Spain: Top 10 Best Workplaces in Spain 2008 (100-250 employees) ranked 2nd; Great Place to Work® Institute Unique, Spain: 50 Best Small & Medium-Sized Workplaces in Spain 2008, ranked 48th; Great Place to Work® Institute   2007 USG People N.V.: Gazellen Award 2007 (fastest growing large enterprises in the province of Flevoland); financial daily Het Financieele Dagblad USG People N.V.: Corporate Social Responsibility Certificate 2007; city of Almere Unique, Belgium: Top 10 Best Workplaces in Belgium 2007 (<500 employees) ranked 3rd; Great Place to Work® Institute Unique, Belgium: 100 Best Workplaces in the EU 2007; Great Place to Work® Institute ASA Student, the Netherlands: Flex Specialist of the Year 2007, Nederland; Q&A Research & Consultancy Unique, Spain: Best Workplaces in Spain 2007 (100-250 employees) ranked 20th; Great Place to Work® Institute   2006 USG People N.V.: High Performance Business Award 2000-2006 (ten percent best performers out of 6.000 largest publicly listed companies in the world); Accenture Unique, Belgium: Top 10 Best Workplaces in Belgium 2006 (<500 employees) ranked 3rd; Great Place to Work® Institute Start People, Italy: Best Workplaces in Italy 2006, ranked 34th; Great Place to Work® Institute Unique, Belgium: 100 Best Workplaces in the EU 2006; Great Place to Work® Institute   2005 Unique, Belgium: Top 10 Best Workplaces in Belgium 2005 (<500 employees) ranked 1st; Great Place to Work® Institute Unique, Belgium: 100 Best Workplaces in the EU 2005; Great Place to Work® Institute   2004 Unique, Belgium: Top 10 Best Workplaces in Belgium 2004 (<500 employees) ranked 2nd; Great Place to Work® Institute Unique, Belgium: 100 Best Workplaces in the EU 2004; Great Place to Work® Institute   2003 Unique, Belgium: Top 10 Best Workplaces in Belgium 2003 (<500 employees) ranked 5th; Great Place to Work® Institute index.php?parent_id=197&pk_pagina_id=214 Once upon a time... In 1972 Pieter Borgstein, Frans Platteel and Alex Mulder established the temping agency PBM Nederland B.V. To obtain a temping permit, they immediately took over a fellow-temping agency and ask their flex workers to think along about a suitable name for this new agency. Fully democratically the name Unique Uitzendburo is chosen. This new player in the temping market was well noticed right from the start. Especially because they didn't put profits first, but people. Particularly what every person can do, and wants to do. Growth and expansion In 1979, after seven years of growth, Unique Uitzendburo decided to move their head office to the new town of Almere as one of the first companies to do so. Ten years later in 1989, the Dutch borders were crossed to open Unique branches in Belgium. In 1994 these Belgian and Dutch activities are legally combined under the name of Unique International B.V. This is followed by years of continuous growth, autonomously as well as by acquiring fellow-temping agencies, with which the multibrand strategy is shaped. To the stock exchange 9 September 1997 saw the introduction of a new share on the Amsterdam stock exchange. This was Unique International N.V., the result of a merger between Goudsmit N.V. (already listed) and Unique International B.V. Behind that new share was a rich history stretching back decades, with a combined 13 operating companies. Goudsmit The name Goudsmit dates from 1917 and until the 1990s was best known as producer and marketer of jewellers' products. During the 1990s the management decided to focus on activities with high growth potential. In 1993 this resulted in the acquisition of Polec and Techno Time, both active in the flexible employment market. Two years later Luzac College was acquired, and the next year Kontek, Edes/Seagull, Multiplan and others. Goudsmit was increasingly becoming a flex work organisation. Formula for success To quote bank analysts, the 1997 merger, which gave Unique International the initial access it sought to the public capital market, was a 'perfect fit, with benefits and synergies'. These expectations were no overstatement. The merger partners complemented each other seamlessly in terms of market approach and philosophy. Both kept a distance from price wars in the big-volume markets and around generic service, preferring to specialize in niches where quality is imperative. The turnover target of NLG 1 billion (€ 455 million) in 2000, as set in the merger year, was even almost fully realized in the financial year 1999, in comparison to a turnover of around € 268 million in 1997. In 2001, Unique International changed name. To further emphasize its wide service offering, the organization continued as United Services Group N.V. from that moment on. Acquisition of Start The Start temporary employment organization was acquired in 2002. Start was originally created by the Dutch government, employers' organizations and the trade unions, to supplement the official employment bureaux, by helping people into regular work via temporary employment. Start was privatized in 1996. It was active in the field of flexible employment in the Netherlands, Spain, Portugal, and Italy. In her existence, Start had grown to the number two position in the Dutch market with a strong position in areas including technology, transport, logistic and governmental. Further strategic development With this acquisition the service offering to customers in the Netherlands was further widened, which enabled the one-stop-shopping strategy more. The acquisition reinforced United Services Group's international position in countries including Spain (where Start ranked third), and Italy. Helped by expertise accrued in the Netherlands and Belgium, the reinforced market position in the European markets could be used to accelerate the build-up of specialist service provisions. In May of 2005 United Services Group announced its new strategic objectives for the following three to five years, during which period turnover must increase to around € 2 billion. A substantial part of this extra growth would have to be generated in the four non-Dutch markets in which United Services Group was active. Moreover, the specialities are to make up a larger share of the activity portfolio. Brand portfolio adjustments Measures to enable these objectives included a more stringent strategic brand policy for United Services Group. It was determined that the identity of the group brand United Services Group was not yet sufficiently clear. Studies showed insufficient name awareness, and that, particularly in relation to the size of the company, the "umbrella" brand name yielded suboptimal authority. To this end it was decided to reduce the number of United Services Group brands and to link these. Acquisition of Solvus Moreover, on 14 June 2005 United Services Group announced its intention to acquire its Belgian peer Solvus Resource Group. To this end a friendly public offer was made for all outstanding shares, options and warrants of Solvus. Comprising brands such as Creyf's, Content and StarJob, Solvus was a supplier of innovative human resources, services and solutions. With the acquisition of Solvus, the previously announced turnover objective of € 2 billion had already been amply surpassed. The new combination of United Services Group and Solvus Resource Group from then on continued under the name USG People N.V. Streamline Following the chosen strategy - putting people first and approaching segments specifically - the multibrand strategy is further implemented and integration actually takes place. A process of rebranding is launched in this period to further streamline the brand portfolio and to group the brands conveniently and logically. The segmentation of general, specialist, professional and other services is introduced. In 2006 and 2007, a number of (smaller) companies are acquired (Dutch Utrechtse Juristen Groep, French MultiCompta, German Geko and Allgeier and Spanish Professionalia). Furthermore, internal initiatives are developed to approach the market in new ways. For example, ‘de wereld van IKKI' is launched as a part of the internet strategy. Plans to eventually reduce the brand portfolio to ten main brands, are announced in October 2009. Consequently, several mergers and expansions take place during the course of 2010. In Spain the Start People and Unique brands are merged and continue operations under the name Unique. In The Netherlands Content and Unique merge and continue under the name Unique, and the StarJob operations are combined with Secretary Plus. In Germany all existing local brands were transferred to Unique and Technicum. ‘De wereld van IKKI’ crosses the Dutch borders to Belgium, and Secretary Plus opens the doors to their first branch in Switzerland. The story continues From September 2008 until March 2009, the shares of USG People were included in the AEX Index – the index of best-traded stocks on the Amsterdam exchange. Currently, the shares are included in the Amsterdam Midcap Index (AMX) - Amsterdam’s index of medium-sized stocks. In the same year, USG People enters into a partnership agreement with Jark Recruitment in order to get hold of the UK market. Plans to form an Executive Board consisting of five members are announced in June 2010. In December of that year, all executive positions are filled and the Executive Board is officially installed. Social responsibility A Corporate Director for Social Responsibility (SR) is appointed in October 2010. A first SR report, including a plan of action for 2010-2013, is planned to be published in the course of 2011. New initiatives are born Starting March 2009, efficiency in the procedure of processing working hours is increased for all parties when USG People introduces the paperless processing of working hours in the Netherlands. In October 2010, USG People launches www.gus.nl, a new job website in the Netherlands which contains all job vacancies of the Dutch operating companies. The web site’s name stands for “google us” and refers to the site’s search engine optimised functionality. In the same month, USG People launches a new platform for freelancers in the Netherlands: IKKI Freelance. Soon after, this start-up is successfully launched in Belgium where they then generate a lot of media coverage for the platform, partly for the so-called ‘crying invoice’. Strategic restructuring In response to market demand for ever greater specialisation, USG People is set to adopt a new organisational structure from 1 January 2012. The current governance by country will be switched to international governance by brand, with the organisation being structured into three product / market combinations: General Staffing, Specialist Staffing and Professional Solutions. Each will focus on a specific market segment and will operate with a business model which is best suited to that segment. The brand portfolio will be reduced from almost 20 brands to five international brands: Start People, Unique, Secretary Plus, Technicum and USG Professional Solutions, complemented with a number of local brands. index.php?parent_id=7&pk_pagina_id=7 As a company that puts people at the heart of its business, USG People takes its corporate responsibility to society as something that goes without saying. We do not consider it to be an obligation but an opportunity. That is why we encourage our operating companies to develop innovative solutions to social issues including diversity, integration and reintegration, and equal opportunity. We have summarised the highlights of our sustainability policy in a pdf document. Labour conditions As a corporate member of CIETT, the International Confederation of Private Employment Agencies, we actively support efforts to achieve an open and accessible job market. We encourage all our operating companies to be involved in (national) industry associations. In this way we work to achieve well-regulated labour conditions for all our staff and flex workers. Diversity In 2007 we performed a quick scan among our operating companies to assess the impact of diversity on the European labour market, which initiatives were being developed by the operating companies in respect of diversity, and the composition of our body of employees. We aim to see in the composition of our regular staff and flex workers a realistic refl ection of the composition of society, taking into account the skills and the expectations of both our clients and us. Diversity is therefore an integral part of our corporate HR policy. Inspiring workplace We aim to bring the best out of everyone, whether it be flex workers or regular staff. For regular staff it means that we provide the facilities, conditions and support they need to excel - regardless of background, gender, age, religion or disability. For flex workers it means that we use all our expertise to prepare them and support them in finding the right job. Charitable contributions Many USG People operating companies offer their support to a variety of charities. Their contribution is often linked to a charity in the same market segment as the operating company. Environment We are committed to achieving a safe and environmentally friendly working environment. As a services provider we use relatively few raw materials, but nonetheless we try to limit the impact of our activities on the natural environment as much as possible. At our head office in Almere we separate our waste and limit our energy usage with the help of light switches with movement sensors. We also encourage staff to recycle all appropriate (suitable) materials and to dispose of cartridges, computers and printers in an environmentally friendly manner. index.php?parent_id=7&pk_pagina_id=820 As a company that puts people at the heart of its business, USG People takes its corporate responsibility to society as something that goes without saying. We do not consider it to be an obligation but an opportunity. That is why we encourage our operating companies to develop innovative solutions to social issues including diversity, integration and reintegration, and equal opportunity. Labour conditions As a corporate member of CIETT, the International Confederation of Private Employment Agencies, we actively support efforts to achieve an open and accessible job market. We encourage all our operating companies to be involved in (national) industry associations. In this way we work to achieve well-regulated labour conditions for all our staff and flex workers. Diversity In 2007 we performed a quick scan among our operating companies to assess the impact of diversity on the European labour market, which initiatives were being developed by the operating companies in respect of diversity, and the composition of our body of employees. We aim to see in the composition of our regular staff and flex workers a realistic refl ection of the composition of society, taking into account the skills and the expectations of both our clients and us. Diversity is therefore an integral part of our corporate HR policy. Inspiring workplace We aim to bring the best out of everyone, whether it be flex workers or regular staff. For regular staff it means that we provide the facilities, conditions and support they need to excel - regardless of background, gender, age, religion or disability. For flex workers it means that we use all our expertise to prepare them and support them in finding the right job. Charitable contributions Many USG People operating companies offer their support to a variety of charities. Their contribution is often linked to a charity in the same market segment as the operating company. Environment We are committed to achieving a safe and environmentally friendly working environment. As a services provider we use relatively few raw materials, but nonetheless we try to limit the impact of our activities on the natural environment as much as possible. At our head office in Almere we separate our waste and limit our energy usage with the help of light switches with movement sensors. We also encourage staff to recycle all appropriate (suitable) materials and to dispose of cartridges, computers and printers in an environmentally friendly manner. index.php?parent_id=7&pk_pagina_id=213 USG People is a founding partner of Vakcollege. In view of our vision of playing an important role in society, we are happy to contribute to this initiative aimed at tackling the educational problems facing young people and helping to provide them with a smoother transition to the labour market. Vakcollege is a joint initiative of the technical education system and employers. Together they aim to improve vocational training, tailoring it more to the needs of the labour market in order to train a new generation of qualified specialists who will eventually join the labour force equipped with knowledge and skills. For more information please visit http://www.hetvakcollege.nl/ background In the Netherlands, the increasingly ageing population has resulted in a growing shortage of qualified specialists. The labour market is crying out for staff, but the educational system is not producing the specialists that are needed. That is partly because the profession has an image problem, but is also due to the fact that there is a gap between what is taught in vocational courses and what the labour market needs. This results in a high drop-out rate, with many young people falling by the wayside. Vakcollege, a new technical vocational course for young people who want to pursue a career in the technical sector, is aimed at changing this. Supported by USG People USG People's contribution will provide Vakcollege with a solid basis on which to build in the next few years. We are supporting the initiative - both financially and with know-how - as we have found that a healthy labour market is largely dependent on the availability of high-quality courses that meet the needs of that labour market. We know from experience that the current situation leaves something to be desired, certainly with respect to technical vocational training. In addition, Vakcollege fits perfectly with our aim to develop innovative solutions to social issues such as equal opportunities for everyone. Vakcollege The plans for the new educational initiative were presented in the summer of 2008 in the presence of Dutch state secretary for education, culture and science Marja van Bijsterveldt. The state secretary spoke enthusiastically about the new vocational course: “Vakcollege offers young people an unrivalled opportunity to learn on the job. This will produce skilled technical specialists we can rightly be proud of and who are essential to the economic growth of the Netherlands”, said Van Bijsterveldt. Vakcollege courses will be available from the 2008/2009 academic year. In the first year alone, 750 students will receive this new type of technical education, with the number of Vakcollege students expected to rise to over 10,000 within the next few years. The educational concept will eventually be expanded to include other sectors, such as healthcare. The emphasis of the course is on practical and job-orientated learning and on-the-job training at actual companies. Naturally the first years of the course will also teach normal basic subjects, but the focus there will also be on the technical trade. The course has a six-year programme: four years of pre-vocational secondary education (VMBO) and two years of vocational secondary education (MBO). To prevent students from dropping out when progressing from VMBO to MBO - as is currently often the case - the system is based on a small-scale approach and providing students with personal guidance. The MBO-VMBO institutes and companies are involved in the students’ progress from start to finish of the course. gilt-edged course Another major difference with the conventional school system is the close involvement of the business community. Students start to visit companies in the first years of the course and local and regional companies provide guest classes. An association has been established for each Vakcollege to ensure good coordination between businesses, the government and the schools. Vakcollege is a ‘gilt-edged’ course that guarantees that students will have learned a trade and earned their qualifications so they can go straight to work in a good job when they are 18. index.php?parent_id=8&pk_pagina_id=8 index.php?parent_id=8&sub_parent_id=221&pk_pagina_id=221 At USG People the main factors enabling success are the people who work here - and their commitment and dedication. The total of their qualities and their attitudes creates the very special business philosophy at USG People. The men and women who work here care for each other and for the shared organization. USG People is very aware of the importance of the people factor in the organization. Based on this awareness USG People has formulated group-wide human resources policy and in turn this is an integral part of overall corporate strategic policy. Our managers expend effort to put into practice the seemingly abstract, human resources policy objective of: ‘creating conditions to retain motivated, qualified personnel in the long-term'. index.php?parent_id=221&pk_pagina_id=222 index.php?parent_id=221&pk_pagina_id=224 index.php?parent_id=221&pk_pagina_id=227 We have aimed to capture in words the values at the core of USG People's corporate identity. These values, according to which we act and do business, have been described and explained in a small but important publication. For all our employees, this brochure provides guidance on the way we approach our work. Our aim is to manifest our business principles in our day-to-day business. To guide us along the way, we have set out the basic responsibilities we have towards our stakeholders - employees, flex workers, clients, shareholders, business partners and society at large. Ultimately, our business principles are part of our mindset, and enable USG People to deal successfully with the challenges ahead and create a better future for us all.         Read online       Download pdf (2.5 - 3.7 MB)   Dutch English French German Italian Polish Spanish   Dutch English French German Italian Polish Spanish index.php?parent_id=221&pk_pagina_id=228 index.php?parent_id=221&pk_pagina_id=231 Personal involvement Corporate culture is all about atmosphere and working climate. Every single one of the operating companies of USG People is skilled in generating a sort of we and us feeling. There is a high degree of mutual personal involvement. Our organization is flat across the group as a whole. Lines of communication are short and the distance between personnel and management are minimized. Thresholds are low and relaxed - you drop in on other people without ceremony. There is a lively exchange of information. People will tell you that the atmosphere is open, informal and people-friendly. Personal attention is a priority here. This culture of personal involvement also has an important outgoing function. When people identify with their (employer) organization, this also boosts commercial potential. They offer their own ideas and plans. They are loyal and stay with the company longer. The people-friendly atmosphere is reflected in the way personnel handle clients. The service providers at USG People seek personalised links with their clients. This makes a real difference. Customers stayed loyal to USG People, despite economic downturn and competition stronger than ever. Why? It is clear is that sharp pricing and a strategy of high profile marketing are no longer decisive in this competitive struggle. More important is the image of the company culture. And this is where USG People scores better than our peers time and time again. Respect for art Art in many forms has always played a major role at USG People. The attitude to modern art is expressed in the interior of our offices. The working areas and meeting rooms as as well as the corridors the lifts display works of art. And instead of the routine year-end surprise package, personnel and contacts of USG People receive lithographs or other art related gifts. The company also deploys art for relations marketing. A striking example of this is the PH-USG hot-air balloon designed by Dutch artist Corneille. The balloon has been a high point of many public relations events organised by USG People and its operating companies. Already a component of corporate image, art has evolved into a distinctive aspect of USG People's culture. Indeed the art in the offices is there to motivate staff and create a pleasant working environment. Scientific studies confirm that art in the workplace benefits the atmosphere. Personnel appreciate the focus on art. They are proud of their workplace and they show how they like working for a company that goes that extra mile with art: 'A special working environment really boosts motivation. Deploying art also demonstrates professionalism and warmth'. index.php?parent_id=221&pk_pagina_id=229 USG People Austria Mariahilferstrasse 88a 1070 Vienna T +43 1 52 45 50 113 USG People Belgium Frankrijklei 101 2000 Antwerp T + 32 (0)3 800 64 00 USG People France 12, Parc de la Tannerie 57070 St-Julien les Metz T + 33 (0)3 871 40 40 USG People Germany Landsberger strasse 312 80687 Munich T + 49 (0)89 56 82 71 30 USG People Italy Via G. Murat 23 20159 Milan T + 39 (0)2 69 77 60 01 USG People Spain C/Arequipa, 1-Esc. 3 Planta 5 28043 Madrid T +34 (0)91 382 22 30 USG People The Netherlands P.J. Oudweg 61 1314 CK Almere T +31 (0)36 529 95 50 index.php?parent_id=8&sub_parent_id=230&pk_pagina_id=230 index.php?parent_id=230&pk_pagina_id=233 index.php?parent_id=181&pk_pagina_id=181 USG People is based in the Netherlands, Belgium, Luxemburg, Germany, France, Poland, Austria, Switzerland, Czech Republic, Slovakia, Italy, Spain and Portugal. index.php?parent_id=181&pk_pagina_id=250 index.php?parent_id=181&pk_pagina_id=251 index.php?parent_id=181&pk_pagina_id=253 index.php?parent_id=181&pk_pagina_id=254 index.php?parent_id=181&pk_pagina_id=255 index.php?parent_id=181&pk_pagina_id=257 index.php?parent_id=181&sub_parent_id=234&pk_pagina_id=234 USG People recognises that good corporate governance is essential to the successful conduct of business and meeting its commitments to all stakeholders. USG People aims for maximum openness and transparency in its decision-making processes, financial reporting and control systems. The purpose of this is to give stakeholders as clear as possible an insight into how the company conducts its business in accordance with the guidelines set out in the Dutch Corporate Governance Code, also known as the Tabaksblat code (hereinafter: the code). All the company’s stakeholders – investors, clients, employees and other partners – insist on this transparency. Integrity and clear and timely communications are also crucial to gaining and retaining stakeholders’ trust, and therefore to the success USG People’s business. Any information which could affect the share price is made available simultaneously to shareholders and other financial market operators. On publication, such information is also made available on this website. Quarterly results are backed up by explanatory webcasts for interested parties. Analyst meetings are accessible to shareholders and others via webcasts.   Divergence from the code At various General Meetings of Shareholders, the shareholders approved the code as applied by USG People, as well as a best practice provision which is not applied by USG People. This means that USG People complies with the code. USG People applies the entire code, with the exception of the following provision: II.2.8: In the event of termination of the employment contract as a result of an acquisition of the company leading to a change of control, USG People wishes to reserve the right to award a termination payment which will amount to twice the annual salary increased by one-twelfth of this annual salary for each year of employment with USG People. However, this termination payment will not exceed three times the annual salary.   Structure USG People is a limited liability company listed on the stock exchange and is governed by the large company regime. The large company regime provides a legal framework which partly determines the corporate management structure. This means that the duties and powers of the Executive Board, Supervisory Board and shareholders are governed by legal provisions. Members of the Supervisory Board have no executive role and are not involved in the day-to-day management of the business; these responsibilities lie with the members of the Executive Board. Each management body has its own responsibilities and is dedicated to pursuing the general interests of USG People, and takes the interests of all parties – including shareholders and employees – into account in its considerations and decision-making. In addition to these legal provisions, regulations are used to describe in greater detail relations among the various parties, as well as their duties and powers. USG People also has a whistleblower regulation and a code of conduct, both of which can be consulted on this website.   Contact For further questions on the subject of Corporate Governance, please contact the Corporate Governance department. P +31 (0)36 529 95 01 F +31 (0)36 529 95 09 index.php?parent_id=234&pk_pagina_id=235 The task of the Executive Board as a whole is to manage USG People. That means that the Executive Board is responsible for setting and realising targets, determining strategy and achieving the results set out annually in the budget. The Executive Board is supervised in its activities by the Supervisory Board. In addition to the tasks set out above, the Executive Board is responsible for the quality and completeness of the financial reports as published by the company, for the risk management and control systems, for compliance with legislation and regulations, and for the financing of the company. Executive Board members are appointed by the Supervisory Board. The Supervisory Board informs the General Meeting of Shareholders of any planned appointment of an Executive Board member. The Executive Board currently consists of Rob Zandbergen as CEO, Leen Geirnaerdt as CFO, Eric de Jong and Hubert Vanhoe as COO and Albert Jan Jongsma as CCO. read more about the members of the  Executive Board download Executive Board regulations index.php?parent_id=234&pk_pagina_id=236 The task of the Supervisory Board is to supervise policy and the general state of affairs within the company. The Supervisory Board advises the Executive Board on these topics, both on request and on its own initiative. The Supervisory Board regularly discusses and assesses USG People’s corporate strategy as implemented by the Executive Board. Areas of attention for the Supervisory Board – or one of its internal committees – include the development of financial and operating results, risks associated with the company’s activities, the structure and operation of risk management and control systems, acquisitions and divestments, compliance with regulations and legislation, capital structure and the financial position of the company. The Supervisory Board has five members: Cees Veerman (chairman), Joost van Heyningen Nanninga, Rinse de Jong, Marike van Lier Lels and Alex Mulder. Up until 9 May 2006 Alex Mulder was chairman of the Executive Board, which means that the Supervisory Board as a whole cannot be considered to be independent. The remaining members are independent in the sense of best practice provision III.2.2. of the code. Members of the Supervisory Board are nominated by the Supervisory Board and appointed by the General Meeting of Shareholders. The Supervisory Board informs the Central Works Council of its nominations and underlying motivation. The General Meeting of Shareholders also has the power to nominate people for membership of the Supervisory Board. download Supervisory Board regulation download the Supervisory Board profile read more about the members of the Supervisory Board Committees The Supervisory Board has two internal committees: the audit committee and the remuneration and appointments committee. The table below shows how the internal committees are composed. Both committees are subject to their own internal regulations and report regularly to the Supervisory Board.   name   autit committee  remuneration and appointments committee J.H. van Heyningen Nanninga   chairman R. de Jong  chairman   M.E. van Lier Lels  member   A.D. Mulder   member C.P. Veerman   member Audit committee The tasks of the audit committee include monitoring the Executive Board with respect to the operation of the internal risk management and control systems – including compliance with the relevant laws and regulations and monitoring of compliance with codes of conduct – fiscal planning policy, the control and assessment of the company’s financial reporting process, the prevention of fraud, corporate funding and the use of information and communication technology. The chairman of the committee reports the main findings to the Supervisory Board. The audit committee has two members: Rinse de Jong (chairman) and Marike van Lier Lels. The regulations of the audit committee were adopted on 31 August 2006 by the Supervisory Board. download regulations of the audit committee Remuneration and appointments committee The remuneration and appointments committee makes proposals to the Supervisory Board regarding the remuneration of Executive Board and Supervisory Board members. The remuneration policy is subject to approval by the General Meeting of Shareholders. The amount of the remuneration is determined by the Supervisory Board. The committee is also responsible for proposing and appointing members of the Supervisory Board and draws up the relevant job profiles. The committee’s tasks also include nominating members for the Executive Board. The committee has three members: Joost van Heyningen Nanninga (chairman), Alex Mulder and Cees Veerman. The regulations of the remuneration and appointments committee were adopted on 9 May 2006. download regulations of the remuneration and appointments committee index.php?parent_id=234&pk_pagina_id=263 The shareholders of USG People N.V. exercise their rights at the annual and extraordinary General Meeting of Shareholders. All shareholders with voting rights are entitled to attend the General Meeting of Shareholders, to take the floor and to exercise their voting rights. USG People only has ordinary shares. Decisions are reached by an absolute majority of votes, unless the law or the company’s articles of association expressly demand a larger majority. The annual General Meeting of Shareholders deals with the following issues – if applicable – related to corporate governance: (re)appointment or dismissal of members of the Supervisory Board, discharge of the members of the Executive Board and the Supervisory Board, remuneration policy for the Executive Board and Supervisory Board, a decision on the dividend and the (re)appointment of the external auditor. Extraordinary General Meetings of Shareholders may be summoned at any time by the Supervisory Board or the Executive Board.   index.php?parent_id=234&pk_pagina_id=237 Supervisory Board regulations Regarding tasks, structure and the selection and appointment of members, the Supervisory Board complies with the Supervisory Board regulations. The internal committees of the Supervisory Board, the audit committee and the remuneration and appointments committee, both comply with the regulations that are applicable to each committee. download Supervisory Board regulations download regulations of the audit committee download regulations of the remuneration and appointments committee read more about the Supervisory Board Executive Board regulations The regulations of the Executive Board were adopted on 9 May 2006 and approved by the Supervisory Board on the same day. The Executive Board regulations were lastly revised in April 2011. In view of the fact that USG People attaches great importance to a direct, open and transparent manner of communication with its stakeholders, these regulations are likewise available via the USG People website. download Executive Board regulations read more about the Executive Board Securities transactions: Modelcode and Tracking Compliance Program Members of the Supervisory Board and the Executive Board are subject to the so-called ‘Model code’. This regulation sets out how transactions involving securities of USG People should be conducted, and prohibits trading during ‘closed periods’. Model code compliance checks are the responsibility of the USG People compliance officer. In addition to the Model code, members of the Supervisory Board and Executive Board are subject to the Tracking Compliance Program, which sets out the procedure that regulates transactions involving the securities of direct competitors, the so-called Peer Group. Transactions involving securities of companies outside the Peer Group do not require permission, nor is there a regular reporting requirement for these. download Tracking Compliance Program Conflicts of interest In accordance with the corporate governance code, all transactions involving a conflict of interest for Executive Board or Supervisory Board members are subject to agreement under the conditions which are customary for the sector. This provision aimed at avoiding conflicts of interest is also included in the Executive Board and Supervisory Board regulations. If such transactions occur, they are published in the annual report. Whistleblower policy For USG People, transparency, clarity and openness in communications are a priority. Indeed, USG People encourages its employees to report all breaches or alleged breaches of the law, the corporate code or other regulations and guidelines applying within USG People, to the confidential counsellor. When fraud is suspected, a direct report can be submitted to the Internal Control Coordinator. Any report or complaint will be dealt with pursuant to the requirements of reasonableness, honesty and integrity. download Whistleblower policy Code of conduct The code of conduct deals with the issues of mission, strategy, core values, business principles and ethical rules. The ethical rules comprise guidelines on how employees are deemed to act in the event of e.g. a conflict of interests, confidential information or accepting gifts or favours. Employees of USG People are required to comply with this code of conduct. The code of conduct also sets out the way in which USG People wishes its employees to act and work with respect to each other. USG People selects management and employees not merely on the basis of performance, but also on their ability to communicate with others. USG People expects employees to show empathy, the ability to relate/interact and to act from a position that is personal, honest, respectful and involved. In practice this behaviour is also reflected in the outside world. USG People's strength lies in the way people work together show mutual respect and mutual inspiration towards innovative and entrepreneurial behaviour. download code of conduct Policy of USG People N.V. regarding bilateral contacts with shareholders, investors, analysts and the press In accordance with best practice provision IV.3.13 of the Dutch Corporate Governance Code, hereinafter 'the Code', USG People N.V. has formulated the following outline policy with regard to bilateral contacts with shareholders, investors, analysts and the press. download policy index.php?parent_id=234&pk_pagina_id=238 The remuneration reports provide information on remuneration policy and also contains the remuneration statement for members of the Executive Board and Supervisory Board of USG People as compiled by the Supervisory Board. download 2011 remuneration report download 2010 remuneration report download 2009 remuneration report download 2008 remuneration report download 2007 remuneration report download 2006 remuneration report download 2005 remuneration report download 2004 remuneration report index.php?parent_id=234&pk_pagina_id=239 Corporate information on USG People can be found at the trade register of the chamber of commerce, on their website www.kvk.nl. Please note that most information can only be obtained against payment. index.php?parent_id=234&pk_pagina_id=240 Download the articles of association of USG People N.V (1 February 2011) below. download articles of association index.php?parent_id=234&pk_pagina_id=781 index.php?parent_id=181&pk_pagina_id=258 index.php?parent_id=182&pk_pagina_id=182 index.php?parent_id=182&pk_pagina_id=241 index.php?parent_id=182&pk_pagina_id=246 As a company that puts people at the heart of its business, USG People takes its corporate responsibility to society as something that goes without saying. We do not consider it to be an obligation but an opportunity. That is why we encourage our operating companies to develop innovative solutions to social issues including diversity, integration and reintegration, and equal opportunity. As a corporate member of CIETT, the International Confederation of Private Employment Agencies, we actively support efforts to achieve an open and accessible job market. We encourage all our operating companies to be involved in (national) industry associations. In this way we work to achieve well-regulated labour conditions for all our staff and flex workers. Diversity In 2007 we performed a quick scan among our operating companies to assess the impact of diversity on the European labour market, which initiatives were being developed by the operating companies in respect of diversity, and the composition of our body of employees. We aim to see in the composition of our regular staff and flex workers a realistic refl ection of the composition of society, taking into account the skills and the expectations of both our clients and us. Diversity is therefore an integral part of our corporate HR policy. Inspiring workplace We aim to bring the best out of everyone, whether it be flex workers or regular staff. For regular staff it means that we provide the facilities, conditions and support they need to excel - regardless of background, gender, age, religion or disability. For flex workers it means that we use all our expertise to prepare them and support them in finding the right job. Charitable contributions Many USG People operating companies offer their support to a variety of charities. Their contribution is often linked to a charity in the same market segment as the operating company. Environment We are committed to achieving a safe and environmentally friendly working environment. As a services provider we use relatively few raw materials, but nonetheless we try to limit the impact of our activities on the natural environment as much as possible. At our head office in Almere we separate our waste and limit our energy usage with the help of light switches with movement sensors. We also encourage staff to recycle all appropriate (suitable) materials and to dispose of cartridges, computers and printers in an environmentally friendly manner. index.php?parent_id=182&pk_pagina_id=247 USG People is a founding partner of Vakcollege. In view of our vision of playing an important role in society, we are happy to contribute to this initiative aimed at tackling the educational problems facing young people and helping to provide them with a smoother transition to the labour market. Vakcollege is a joint initiative of the technical education system and employers. Together they aim to improve vocational training, tailoring it more to the needs of the labour market in order to train a new generation of qualified specialists who will eventually join the labour force equipped with knowledge and skills. For more information please visit http://www.hetvakcollege.nl/ background In the Netherlands, the increasingly ageing population has resulted in a growing shortage of qualified specialists. The labour market is crying out for staff, but the educational system is not producing the specialists that are needed. That is partly because the profession has an image problem, but is also due to the fact that there is a gap between what is taught in vocational courses and what the labour market needs. This results in a high drop-out rate, with many young people falling by the wayside. Vakcollege, a new technical vocational course for young people who want to pursue a career in the technical sector, is aimed at changing this. Supported by USG People USG People's contribution will provide Vakcollege with a solid basis on which to build in the next few years. We are supporting the initiative - both financially and with know-how - as we have found that a healthy labour market is largely dependent on the availability of high-quality courses that meet the needs of that labour market. We know from experience that the current situation leaves something to be desired, certainly with respect to technical vocational training. In addition, Vakcollege fits perfectly with our aim to develop innovative solutions to social issues such as equal opportunities for everyone. Vakcollege The plans for the new educational initiative were presented in the summer of 2008 in the presence of Dutch state secretary for education, culture and science Marja van Bijsterveldt. The state secretary spoke enthusiastically about the new vocational course: “Vakcollege offers young people an unrivalled opportunity to learn on the job. This will produce skilled technical specialists we can rightly be proud of and who are essential to the economic growth of the Netherlands”, said Van Bijsterveldt. Vakcollege courses will be available from the 2008/2009 academic year. In the first year alone, 750 students will receive this new type of technical education, with the number of Vakcollege students expected to rise to over 10,000 within the next few years. The educational concept will eventually be expanded to include other sectors, such as healthcare. The emphasis of the course is on practical and job-orientated learning and on-the-job training at actual companies. Naturally the first years of the course will also teach normal basic subjects, but the focus there will also be on the technical trade. The course has a six-year programme: four years of pre-vocational secondary education (VMBO) and two years of vocational secondary education (MBO). To prevent students from dropping out when progressing from VMBO to MBO - as is currently often the case - the system is based on a small-scale approach and providing students with personal guidance. The MBO-VMBO institutes and companies are involved in the students’ progress from start to finish of the course. gilt-edged course Another major difference with the conventional school system is the close involvement of the business community. Students start to visit companies in the first years of the course and local and regional companies provide guest classes. An association has been established for each Vakcollege to ensure good coordination between businesses, the government and the schools. Vakcollege is a ‘gilt-edged’ course that guarantees that students will have learned a trade and earned their qualifications so they can go straight to work in a good job when they are 18. index.php?parent_id=182&pk_pagina_id=261 index.php?parent_id=182&pk_pagina_id=249 Our international head office is located in the Dutch city of Almere. USG People N.V. PO Box 1, 1300 AA Almere, The Netherlands Landdrostdreef 124, 1314 SK Almere, The Netherlands T +31 (0)36 529 95 00 F +31 (0)36 529 95 09 E info@usgpeople.com I www.usgpeople.com Please address your press inquiries to: Inge Hazewinkel T +31 (0)36 529 43 01 M +31 (0)6 1093 0278 I ihazewinkel@usgpeople.com