Ausenco’s core values form the cornerstone of everything we do. They enable us to discover through ingenuity and lead by example. Our six core values are:
Our people are our strength and we aim to provide all employees with opportunities to develop new ideas, build their skills and be recognised for their work. We also expect our people to continuously deliver outstanding results for their clients – regardless of whether they are internal or external clients.
As a service business, recruiting and retaining the best possible people is critical to our success. The best people not only have the technical skills we need, they also have the personal qualities and motivational and cultural fit required to succeed in the role they are hired for.
It is very important to get off to a good start. A good induction will provide role clarity and reinforce why their job is important to the business. That is why we place a lot of emphasis on a new employee’s induction. It will also confirm in that person’s mind that they have made the right decision in joining our team. We hope it marks the beginning of a long and fruitful career with Ausenco.
Induction is not a single, discrete activity, but a process that starts before the first day of employment and will continue for the first few months.
We encourage employee development through formal programs and on the job experiences. Insight Development Programs provide a wide range of development initiatives including leadership development, technical skills and core systems education and external education support.
We also seek to ‘grow our own’ leaders through a formal approach to succession planning and talent management.
Ausenco’s performance planning and development framework, InterAct, is designed to ensure every employee has what they need to challenge their own boundaries and help achieve our company goals.
At Ausenco we recognise that everyone contributes to our success. We ensure our remuneration and benefits are market competitive and attractive so we can attract the best candidates and retain our people.
Our remuneration levels are monitored through regular external benchmarking. Internal relativities are proactively managed through regular reviews which take into account market relativities for the position and the individual’s performance.
As a global business, we encourage the transfer of employees between our operations, across businesses and countries. Our remuneration structures have been developed to facilitate the global mobility of our people.
We expect a lot from our leaders. We expect them to lead by example, to grow their people and their areas of the business, to develop ingenious solutions and to deliver on their commitments. And we give them the tools and guidance they need to do just that.
We are committed to operating to the highest standards of ethical behaviour, honesty, and fairness in all relationships with our stakeholders. We believe that good Corporate Governance practices are about conducting business in a transparent and ethical manner. In performing duties for, or on Ausenco’s behalf, Ausenco people shall communicate and deal with others with honesty, integrity, and professional courtesy.
Ausenco is committed to abide by all laws applicable to the jurisdictions in which it operates, and we expect anyone doing business on our behalf to also comply with those laws. In all locations, our people are expected to maintain a level of professional conduct and business ethics no less stringent than what would be acceptable in highly developed countries, even though an “understanding” of local law or custom may seem to permit business standards that are less exacting.
Positive, open communication is vital in a people business. Our communication strategies help build strong relationships with all stakeholders; build and protect our reputation and engage, inform and recognise our people.