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Aviva Canada

Priorities	Description of priorities
Attend to human rights concerns	Continue to attend to human rights concerns as required.
Offer performance management training workshops	Offer workshops on: planning performance building development plans performance review meetings preparing for difficult conversations.
Develop our new hire induction programme	Develop our new hire induction programme to further embed values, brand and leadership principles.
Promote a healthy workplace	Foster a workplace that is healthy, through flex-time participation, Vitality Centre participation, fitness subsidies and the ‘Employee Assistance Programme’.
Maintain employee survey participation	Maintain participation rate of 90% or better in the Global Employee Climate Survey.
Improve survey results in key areas	Achieve targeted results in key 2007 improvement areas through action planning.
Continue technical training in line with operating needs	Provide the leadership, tools, feedback and resources to advance skill and capability development through effective learning and development strategies.
Complete the rollout of the ‘Core Skills’ programme	Roll out the final stage of the ‘Core Skills’ programme for Intermediate and Senior Underwriters along with the Quebec programme and the preliminary Junior programme.
Launch a consistent customer service programme	Launch a common customer service programme across Aviva aligned with brand, providing greater consistency in customer service response.
Deliver the ‘Accelerated Development’ programme	Successfully deliver, and place the graduates of, our first Accelerated Development Programme.
Continue Health and Safety Committee meetings	Continue quarterly Health and Safety Committee meetings for the entire year.
Continue annual health and safety inspections	Conduct annual inspections of the workplace in the autumn of 2008.
Continue to monitor potential health and safety violations	Continue to investigate and resolve any potential health and safety violations.

Aviva USA

Priorities	Description of priorities
Extend the ‘Talking Talent’ process	Extend the ‘Talking Talent’ process to those who report directly to the Senior Management Group.
Improve survey results in key areas	Achieve targeted results in key 2007 improvement areas through action planning.
Maintain employee survey participation	Maintain participation rate of 90% or better in the survey.
Enhance our recruitment reputation	Enhance our reputation as a company that attracts qualified individuals for long-term career opportunities and job satisfaction.
Increase awareness of Aviva among target audiences	Create a high level of awareness among target audiences for recruitment as an ethical, growing, successful and vibrant firm.
Value diversity in recruitment	Continue to focus recruitment efforts on qualified, diverse candidates.
Invest in learning and development	Invest $2 million in learning and development. Initiatives that will be supported by this funding include Talent Management and Aviva Academy programmes, and also the development of ‘Aviva USA University’.

Highlights

Aviva Canada won a Skillsoft award for its employee e-learning programme