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Sustainability Report > Workforce > Employee Recruitment, Engagement & Retention
SUSTAINABILITY REPORT

Employee Recruitment, Engagement & Retention

G4-LA1
Employee turnover

G4-LA2
Benefits

G4-LA3
Retention rates after parental leave

G4-LA9
Employee training hours

G4-LA10
Programs for skills management

G4-LA11
Employees receiving regular performance reviews

G4-LA1
G4-LA2
G4-LA3
G4-LA9
G4-LA10
G4-LA11

Edwards Lifesciences’ work to improve Employee Recruitment, Engagement and Retention supports our Aspiration to Attract and Engage Talented Employees.

DEFINITION
Developing strategies for attracting, developing and retaining employees

MANAGEMENT APPROACH
ANNUAL PERFORMANCE

Management Approach

Edwards Lifesciences unites our employees around a common passion for improving patients’ lives. We execute our work with the utmost precision and care, knowing our therapies have the power to affect patients in a real and lasting way. And we’re committed to this vision for years to come. As a growing company, our culture must attract and retain top talent that will continue to move us forward.

Training & Leadership Development

Our greatest assets are our employees’ knowledge and skills. To foster their personal and professional growth, we provide development opportunities through many programs. Edwards University is an online platform comprised of “colleges” and other training categories with targeted instruction for the diverse responsibilities of our workforce. These include:

  • College of Engineering
  • College of Sales and Marketing
  • College of Quality, Regulatory and Clinical
  • Leadership Development
  • Corporate Business Practices
  • Business Excellence

Our signature leadership development curriculum, Aspire, offers skill-based workshops to our professional employees. Curriculum topics include performance management, finance for non-financial managers, effective conversations, powerful speaking, situational leadership and communicating among different personalities.

We design our signature programs target for our top talent around the globe. These are nomination-based programs that build leaders for the future. The Edwards Lifesciences Leadership Program (ELLP) focuses on our culture and living the Edwards Credo. Participants learn to be trusted partners with each other, in business and in the community. With cases studies, experiential learning and a capstone closing activity, the program offers participants an experience they will take with them through the course of their career.

We also nominate leaders to participate in the Edwards Leaders Forum, a nine-month cohort-based program that focuses on the whole person. Incorporating a variety of assessments, executive speakers and discussion-based learning, participants apply what they learn in their current and future roles. Finally, we offer employee tuition assistance for continuing education and degree programs at higher educational institutions.

Fostering Employee Engagement

Edwards regularly conducts an Employee Survey to measure employee satisfaction across a variety of dimensions, including quality, trust, empowerment, involvement, retention and charitable activities. This feedback helps us sustain the things we do well and close the gap where we need improvement. Our Executive Leadership Team reviews survey results, selects priority areas for development and implements action plans at both the corporate and manufacturing levels.

One priority is to expose all Edwards employees to patient stories each year to improve engagement. Additionally, we have a goal to provide a vehicle to engage employees in sustainability efforts by 2018.

Recruiting Top Talent

To attract and retain top talent, Edwards provides competitive compensation and benefits packages. Our goal is to maintain a healthy and productive workforce and provide effective programs while continuing to manage costs. We offer performance-based incentives, stock options, retirement plan options, paid time off, family leave and health, life and disability insurance. 

Edwards recruits the best students from universities across the world to join our team. Our programs include:



University Recruiting

Labor Relations

Edwards does not operate in collective bargaining environments. In Singapore, we register with the National Trade Union Consortium to help maintain positive relations. We’ve established a good reputation for workplace standards, collaborating with the union to maintain balance in our Singaporean workforce.

Annual Performance

As we grow, Edwards Lifesciences continues to strengthen our employee engagement initiatives. In our 2015 Employee Survey, we measured higher levels of engagement, intent to stay and trust in leadership than our industry benchmark. We also rate highly on items measuring belief in our vision, dedication to employee development and work-life integration. Our leadership team continually seeks to improve employee productivity. In 2015 we added survey metrics for efficiency and effectiveness to gauge our progress. Using our results, each of our executive leaders identified a process or system for which they could improve efficiency.

Parental Leave

In 2015, Edwards continued to offer both our male and female U.S. employees the opportunity to take parental leave.

  Male Female

U.S. employees 40 or under

734

789

Employees who took parental leave

28

100

Employees who returned from leave

27

94

Employees still employed within 12 months after leave*

24

82

Return to work rate

96%

94%

1 year retention rate

86%

82%

*As of November 22, 2016

Employee Training

Edwards supported employee development in 2015 by providing instructor-led training opportunities, tracked through our Learning Management System (LMS), as well as online training through Edwards University.

Employees who completed instructor-led training

80%

Employees who completed online training

52%

Tuition Assistance Program

In 2015, Edwards offered our U.S. employees tuition assistance for educational programs.

  Employees Participating in 2015 Percent of Employees Participating*

Hourly Non-Exempt

14

>1%

Salaried Exempt Employees

74

3.5%

Salaried Non-Exempt

25

4%

*As of December 2015

SUSTAINABILITY TARGETS
Actively engage all Edwards employees by exposing them to patient stories each year.
Attract and Engage Talented Employees
SUSTAINABILITY TARGETS
Provide a vehicle for employees to engage in sustainability efforts by 2018.
Attract and Engage Talented Employees
HIGHLIGHT STORY
Edwards Attracts Top Talent Through University Recruiting
Edwards is one of the best places for young professionals to launch their professional career. Through our University Recruiting program, we attract today’s best and brightest talent and develop them into tomorrow’s leaders.
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DEFINITION