british american tobacco p.l.c. sustainability report 2009 - Succession management data

Home
 
SUSTAINABILITY REPORT 2009

We have a long term aim to have succession plans for every senior role with at least one local successor ready in the short term and two local successors identified for long term development. We also have a long term aspiration for a 70:30 ratio of local to expatriate senior managers in each business unit.

Significant reorganisations in 2008 and 2009 put high demand on our talent pipeline, impacting on both these objectives. Our succession coverage remained largely stable overall but was stretched in the regions most affected by the reorganisations. However, we were able to fill many roles with internal candidates, due to improved fast-tracking of talented employees. Where redundancies were necessary, we treated employees fairly and with respect, providing severance pay and outplacement support as appropriate and in accordance with our Employment Principles.

Local succession coverage - 1:1:2 at business unit level

Percentage of business units with at least one local successor in the short term and two local successors in the long terms for each senior position.
Chart
Local succession coverage: Percentage of business units with at least one local successor in the short term and two local successors in the long terms for each senior position.
Table
 Short-termLong-term
 2008200920082009
Africa Middle East55%48%64%33%
Americas61%78%80%76%
America-Pacific (Canada and Japan)43% 79% 
Asia-Pacific40%53%60%35%
Europe50% 87% 
Eastern Europe 37% 50%
Western Europe 38% 57%
Average*51%58%72%63%

Until the end of 2008 the Group was organised into five regions: Africa and Middle East, Latin America and the Caribbean, America-Pacific, Asia-Pacific and Europe. From 1 January 2009, these were reorganised with the separation of the Group's European commercial operations into Eastern Europe and Western Europe and the creation of an Americas region to include Canada and the businesses in Latin America and the Caribbean. Japan became a part of the Asia-Pacific region. Due to the method used to collect data for this measure, 2008 figures are displayed in line with the previous regional structure.

* The 2008 average excludes Canada and Japan.

Local top teams - 70:30 at business unit level

Percentage of local representation on business unit senior management teams.
Chart
Local top teams: Percentage of local representation on business unit senior management teams
Table
 20082009
Africa and Middle East41%45%
Americas59%72%
America-Pacific (Canada and Japan)57% 
Asia-Pacific48%54%
Europe40% 
Eastern Europe 38%
Western Europe 41%
Average*49%55%

Until the end of 2008 the Group was organised into five regions: Africa and Middle East, Latin America and the Caribbean, America-Pacific, Asia-Pacific and Europe. From 1 January 2009, these were reorganised with the separation of the Group's European commercial operations into Eastern Europe and Western Europe and the creation of an Americas region to include Canada and the businesses in Latin America and the Caribbean. Japan became a part of the Asia-Pacific region. Due to the method used to collect data for this measure, 2008 figures are displayed in line with the previous regional structure.

* The 2008 average excludes Canada and Japan.