The principles that guide Aché’s activities emphasize respect for people as a key element. It is for them and with them that the company endeavors to be the best pharmaceutical laboratory and allows access to innovative products and services for health and well-being.

The role of employees

The presence of employees and the promotion of their development are reflected in all the achievements and challenges faced and overcome in 2009. Clear guidelines, understanding of each one’s role and their joint efforts are the factors that have enabled Aché to achieve a condition of growth sustained by people.

In order to adjust itself to the plans for business growth, the company has been expanding constantly and responsibly its staff. During 2009, 521 new jobs were added, and headcount totaled 3,150 people at the end of the year. In early 2010, other 287 professionals joined the sales force to add even more strength and coverage to the presence of Aché in all regions of the country.

The strategies for organic growth are complemented by a culture of continuous development in which the work environment itself – and its wealth of opportunities and challenges – stimulates professional training and the generation of knowledge for the company.

Focusing on the applicability of knowledge for the improvement of processes, the company provides employees with access to methodologies and training models tailored to the specifics of each function. In 2009, Aché invested R$ 5.4 million in professional development activities.

EMPLOYEE TRAINING
R$ 5.4 million invested in professional development activities in 2009.

Focus on the future

A succession plan – structured and adjusted to the strategic plans of the company – guides the training activities of Aché of the future. Key positions are mapped out, and potential successors are identified. The Succession Plan’s responsible management multiplies career opportunities for the internal public and ensures that the company will have future leaders prepared to face new business challenges.

A number of tools are linked together to support the plan: the Individual Performance Management System (SGDI), coaching activities, a careful assessment of technical, behavioral and managerial skills, and, whenever it becomes necessary to validate the management’s perception about some career movement, potential assessment tests are applied.

Qualification of leaders

Leadership training involves internal programs, training sessions at partners, and postgraduate and language courses. In the area of business management, for instance, 28 managers are already scheduled to attend an in-company MBA program in 2010, to be provided by Fundação Instituto de Administração (FIA). This is the second edition of the course, which has been improved with the inclusion of classes taught by the company’s own executive officers, which will further strengthen the relationship between theory and practice, and expand the applicability of knowledge in the business.

The in-company MBA program was first offered at Aché in 2006, for the benefit of 30 professionals. The initiative is aimed at equalizing the knowledge of all teams and providing quality training to all professionals who help drive the direction of the company.

To prepare future leaders, Aché keeps the Trainee Program, which seeks to turn the potential of young professionals into accomplishments, and use their talents to boost the company. Selected young professionals attend courses and seminars in technical, behavioral and leadership development, as well as assessments and quarterly coaching activities. They also get in touch with the daily business routine in all areas of the company, and rely on the support of experienced professionals to prepare them for the future of the company. Since the program was started in 2006, 39 trainees have been hired by the company.

Tailored opportunities

The development of the internal public also includes technical skills specific to each area.

In the Industrial area, an annual program provides training for all 900 employees, with key development activities for the various functions. An example was the training of 236 employees in the Lean Six Sigma program, for continuous improvement of products and processes. The program encourages culture change in the company.

For the 1.4 thousand sales force professionals, the company maintains a system of continuous education and training, in order to improve the team in sales and presentation techniques, medical lectures, negotiation and personal skills.

In 2009, training activities became more adroit: meetings are held every month now, allowing adjustments to be made more frequently based on the analysis of results. Professionals working in medical detailing have been trained to work also in points of sale, to expand the dissemination of information about the products and the focus of the relationship.

In a specific action already implemented at the Prescription Business Unit, a program was created to help employees monitor and manage their own careers. With objective and transparent information on the alternatives for lateral and vertical mobility and their requirements (experience, education, and skills), professionals can decide which development path they wish to pursue.

Investments in technical, managerial and behavioral qualification prepare Aché of the future.

Appreciation and recognition

During the year, almost 60% of open positions were filled through internal recruitment, which follows a structured, equal, and transparent model for promotions. The performance review process involves managers, leaders and workmates of the professional, as well as self-assessment. In addition to appreciating internal talents, the internal recruitment program encourages professionals to face new challenges and to invest in their careers.

The individual contribution to the good performance of the company is reflected in financial gains for employees, through the Profit Sharing Program (PPR), which adopts specific models for managers, sales forces, and administrative and operational employees. In 2009, PPR was remodeled in order to clarify even further the importance of each one’s role for the company’s success. The calculation formula encourages the involvement of leaders and engagement of all in achieving the targets, allowing the company to recognize the different performances.

For the Executive Board and other key areas, the company maintains complementary systems of variable compensation, with aggressive plans connected to targets in the short, medium, and long term, aimed at the retention of professionals.

Health and well-being

The management of well-being for Aché employees and their families is mainly focused on prevention and goes beyond technical and occupational aspects. A medical officer, hired by the company, monitors the most complex and even critical health conditions in a humanitarian approach that values the proximity and relationship.

In medical and dental plans, the adopted model stimulates the conscious use by the beneficiaries, adding increased efficiency to the investment in services.

A health action developed in 2009 deserves special highlighting, for the agility demonstrated by the company: the plan for the prevention against the H1N1 virus. A monitoring committee, consisting of health professionals and managers, coordinated control actions, with the dissemination of information about the symptoms and ways of transmission, and monitored suspected cases. Employees were invited to act as agents of prevention.

In order to guide the creation of integrated plans for prevention, the company conducted an epidemiological survey focused on hypertension, diabetes, and obesity, in 2009. All employees participated, and the mapping was incorporated into the recruitment process. The gathered information will help guide the actions of the company in 2010, with health orientation and monitoring of critical cases.

Ties with the external public

The relationship with consumers and physicians is an integral part of the company’s operation and is held based on trust and transparency. Health professionals are a fundamental channel for dialogue with society, strengthened by close relationships with medical associations and active participation in trade organizations. Through its extensive sales force, the company disseminates relevant scientific information on new treatment alternatives.

In its consumer relations, Aché values convenience of use and clear presentation of information on medicines. The company may be contacted through the corporate website or Customer Services (CAC), among other channels.

In a demonstration of respect for the consumer, Aché is a pioneer in the accessibility of prescribing information. Since 2006, before the legal requirement, there is a CD version of the package insert for the visually impaired, and since 2005, the company has been offering a telephone service for the hearing impaired. Labels in Braille, which are legally required only in 2010, are part of the company’s routine since 1996. In addition, the company had an active participation in the discussions coordinated by the National Health Surveillance Agency to define the new format for package inserts, implemented in 2009. The material favors clarity and simplicity of information.

Sharing knowledge

In the process of disseminating quality information on health and well-being, the media relationship plays a crucial role, with the dissemination of releases and advancements in the development of products and services. Media relations also provide transparent access to corporate information, through the company’s press office. In the Annual Report, the company explains its performance in the reporting period in a transparent manner to all stakeholders.

The company also maintains an electronic Website (www.ache.com.br) aimed at consumers and health professionals. The contents are updated and easily accessible, with information on the company’s history, products, corporate citizenship, businesses, contact points, and partnership opportunities, with versions in English and Spanish. Health professionals have an exclusive, personalized area in the website.

In the Mental Health Website, the company provides scientific updates and news to psychiatrists and neurologists. The information on this website is also posted on Twitter (http://www.twitter.com/portal_s_mental). With the participation in the microblog, Aché seeks to strengthen the relationship of the Central Nervous System franchise with health professionals. The company is also present in other social networks like YouTube and Flickr.

With initiatives in private social investment and partnership, Aché plays its role in promoting a fairer society.

Awareness of social role

The initiatives of corporate social responsibility at Aché focus local development through social investment and support for programs, sponsorships, donations, and campaigns. In 2009, the company allocated almost R$ 2.5 million for social initiatives.

One of Aché’s main initiatives in the social area is Associação Fábrica de Cidadania [Citizenship Factory], aimed at social inclusion of children and young people at social risk, in the district of Glicério and region (downtown Sao Paulo). The activities are based on the development of physical, psychological, intellectual, professional (in the case of youth) and social abilities of the target audience, in addition to strengthening their family structure.

The idea for the project came about after the deactivation of one of Aché’s industrial units. In 2009, Aché invested nearly R$ 1.5 million to remodel and adapt the 8-thousand-sqm building, which will be ready to house the new activities in 2010.

Fábrica de Cidadania will promote integral attention to families, focused on civic and cultural education of different groups served. A nursery will be installed for babies and children aged 0-4 years. For the 4-15-year age bracket, the work will be based on playful-educative workshops and sporting activities with pedagogical and psychological support. There will be a Professional Training Center, aimed at young people over 16, with a focus on employability, career and vocational guidance and computing courses, and pedagogical support. In addition, the Nucleus for Income Generation will focus on the promotion of entrepreneurship for young people above 16, and will offer a business incubator.

Since the beginning of 2010, Fábrica da Cidadania is recognized as OSCIP (Civil Society Organization of Public Interest). One of its projects is listed by the Sao Paulo Municipal Administration to receive donations from FUMCAD – Municipal Fund for the Child and Adolescent.

Multiplying care

Care about the community health is also a focus of attention in the social work developed by Aché. Every year a special theme on health gathers volunteer employees and community members, stimulated by the Aché Collection of Education for Health. After attending a lecture given by a specialist, employees’ children and youngsters from the community receive a detailed publication on the subject. In 2009, the theme was “Drugs: your freedom by a thread”. The collection of four volumes is available at www.ache.com.br.

In addition to awareness-raising activities, the company also works to facilitate the access of low-income families to medicines. Through the Medicine Donation Program, Aché assists social organizations throughout Brazil. An internal committee is responsible for examining the requests received. In addition to supporting the communities, the initiative seeks to contribute to government agencies during crises such as floods and epidemics. In 2009, 37 organizations – including hospitals, schools, universities, and service clubs – received 28.9 thousand units of Aché-branded drugs.

Customer services

cac@ache.com.br
tel.: 0800 701 6900 only in Brazil.