SABESP management of people has been the basis to support the organizational strategies and to create favorable conditions in a work environment that encourages the performance of the employees.

Therefore, it has 17,448 employees, out of which 81.6% are men and 18.4% are women, with a concentration of 69.2% in the age range from 36 to 55 years. It is also emphasized that 41.5% of the employees have graduated in High School and 32.6% in university. In relation to the distribution by skin color/race, there are 14,406 Caucasians, 1,974 mulattoes/blacks, 265 of yellow race/indigenous and 803 not declared. Those employees understand the real meaning of working in a Company that has in its essence the social responsibility and that, because of its high degree of commitment to changes and results, has been contributing to the building-up of a more modern and effective Public Company.

It is emphasized the realization of researches involving the entire internal community of SABESP in the structuring of its Ethic and Behavior Code, as well as in the elaboration of the Volunteering Manual, in order to cause those instruments to be the expression of the joint vision of the people that compose the Company.


Human Resources Management by Competence

The Competence Management Model has been proofing to be a material principle for the management and development of people with focus on the organizational objectives, integrating the functions of Selection, Remuneration, Assessment and Development of Competencies required for the effective improvement of the Company’s performance and results.


Selection

Intending to provide business units with qualified and trained personnel, and in order to comply with the laws and achieve organization objectives, SABESP performs the External Selection by means of Public Contest to meet specific demands. In 2005 two public contests were intended to the filling of positions in Itapira, São José dos Campos and Caraguatatuba.


Competence-Based Remuneration and Evaluation

The effective accomplishment of another cycle of the competence-based evaluation of over 17,000 employees of the Company allowed changed and led the professionals to a new higher level in their careers.


Profit Sharing

2005/2006 profit sharing is an integral part of the Collective Bargaining Agreement and represents one payroll distributed according to achieved goals.


SABESP Corporate University - UES

SABESP invested the amount of R$ 5.3 million in 2005, providing 72,418 participations in qualification and development activities, which corresponds to 36.4 hours-man/training.

Therefore, in order to provide permanent learning opportunities, the Company made available to the employees a wide list of presential and virtual courses, in addition to subside for post-degree courses and technical courses of education for work.

Also aiming at the increase of education level of the employees and their dependents, SABESP maintains Agreements with 120 education institutions, granting discounts to 500 employees and/or their dependents in courses monthly fees, in their different modalities.


Occupational Safety and Medicine/Life Quality

In 2005, SABESP encouraged the Life Promotion Program with institutional actions in occupational health and safety, aiming at reducing work accidents of employees and contractors. Once again, the decrease in such rate (approximately 12% compared to the prior year) showed the proper character of the actions of incentive to the “well-living” valuation, also showing a decrease in their seriousness, which strengthens the reach of preventive actions. There was also a significant reduction of very serious work accidents in the companies contracted by SABESP, as a result of the partnership in behalf of safety.

It is emphasized in 2005 the qualification and recycling of 23,495 participations of employees in the Occupational Medicine and Safety segment in the whole Company.


Social Service

In 2005, 5,731 service actions have been performed to employees and their relatives with the purpose of contributing to improve their life quality in aspects related to social needs, such as health, habitation, education, family and economics, among others.


Employees Attendance and Recovery Program (PARE)

SABESP, concerned with the life quality of its employees and playing its role in relation to social responsibility, keeps since 1993 an internal program of attendance and treatment of drug addicts. In 2005, 299 employees were served by such program.


SABESPREV Pension Plan

In 2005, SABESP contributed to SABESPREV - Fundação SABESP de Seguridade Social with the amount of R$ 14.3 million in pension and, therefore, has been ensuring to its employees the possibility of enjoying pension benefits complementary to those of the Official Social Security.


Social-environmental responsibility projects for outstanding internal community in the Company

Several practices were verified in the Company, which aim at valorizing people, integrating employees and providing them with the knowledge of the different areas and of their work interaction, such as Human Resources Time, Trainee Wednesday, Informal Daily Dialogue and Know our Company, among others.

SABESP, aware of its importance related to the environmental issues, permanently takes actions that contribute for the consciousness and responsible consumption of its main product, the water. It is the case of activities like One Day at SABESP, Corporate Project, Internal Commission of Rational Use of Water and Discover SABESP, which aim at approximating children and their own parents to the Company, providing them with information about SABESP, the environment preservation and the rational use of water through visits to the facilities, interactive lectures and activities, as well as consumption adequacy actions. In 2005, those actions comprised 588 children of employees and 6,330 employees.

With the same focus of moving employees for the adoption of responsible attitudes in relation to the environment commencing on their workplace, it is emphasized: the Selective Waste Collection held massively in several Business Units, reaching approximately 1,500 people, with multiplier effect in the communities; the Housekeeping for 1,350 people; the Recycled Paper Art-Making Workshop, for 30 monitors; Waste in Waste, for 2,149 people, and Clean Waste, with the collection of 8 tons of recyclable waste.

SABESP, in partnership with Associação para Valorização e Promoção de Excepcionais (AVAPE), made possible in 2005 the professional placement of 35 physically disabled people to act in the 195 Call Center. By facilitating the work of disabled people that are members of the work team, much more than complying with the current laws, SABESP creates opportunities of social inclusion to a whole category that, besides the professionalism, may offer life experience in the overcoming of difficulties and achievements.

2005 was a year in which a process for formation of multipliers in health and environmental education started. In addition, involving 5,231 employees, other projects can be mentioned, the focus of which is to sensitize and qualify to handle with social-environmental responsibility issues, acting as facilitators for the external audience: Agenda 21, Descobrir SABESP and Environmental Theater Workshop, among others.