Social
Indicators
We work to reinforce the Essence: Doing well, Doing more and Doing forever, making it alive in all projects, programs and people management processes. We invest in professional development and qualification, in order to contribute to the growth of employees and CSN. In order to maintain a high-performance and qualified team, each year, programs are improved to attract, develop and retain talent at different levels, always keeping them in line with our strategic guidelines.
Contributors by segment
| Division of employees by area | Steel industry | Mining | Logistics | Cement | Total |
|---|---|---|---|---|---|
| 2022 | 15,383 | 8,143 | 1,949 | 1,291 | 26,766 |
| 2021 | 15,629 | 7,941 | 1,682 | 909 | 26,161 |
| 2020 | 158 | 6,996 | 1,573 | 892 | 24,469 |
Employees by contract type and gender
 |
 |
|||||
|---|---|---|---|---|---|---|
| 2021 | 2020 | 2021 | 2020 | Total men and women 2021 | Total men and women 2020 | |
| Determined Time | 765 | 1,018 | 838 | 571 | 1,603 | 1,589 |
| Undetermined time | 20,929 | 19,179 | 3,587 | 2,890 | 24,516 | 22,069 |
| Total | 21,694 | 20,197 | 4,425 | 3,461 | 26,119 | 23,658 |
People Management Model
The People Management model that we maintain results from the conviction that human capital is our competitive edge and is the best guarantee for us to stand out in the market in which we operate. We transform knowledge into a successful trajectory, based on passion, dedication and competence that generate opportunities, achievements and recognition, guided by our integrated and efficient people management, which is based on five pillars:
People Cycle
Its objective is to analyze individual performance, identify professionals with high delivery and promote the development of employees. In addition, it is the basis for scholarship programs, participation in recruitment, talent mapping, Career and Succession, and all other internal processes.
- Recognition / Meritocracy
- Feedback
- Development
- People Pipeline
The Competence Assessment follows the methodology below:
360° evaluation
Executive Directors; Directors; General Managers and Managers: They carry out self-assessment; and receive evaluation from the immediate manager; pairs; team; customers | internal suppliers
180° Evaluation
Coordinators and Supervisors: Conduct self-assessment and receive assessment from the immediate manager and team
90° Evaluation
Specialists; Higher Level; Administrative and Operational Level: Carry out self-assessment and receive assessment from the immediate manager
In 2022, 91% of employees in Brazil underwent a performance evaluation process, which resulted in promotions, performance-based salary increases and the implementation of a Company talent retention program, reaching 186 retentions and 716 merits.
Training
Our development model guides learning and support initiatives to achieve strategic goals and objectives. We carry out programs that strengthen our culture and align the behavioral model of leadership with strategic directions.
Total number of hours of training performed
2022
441000
2021
353492
2020
74385,4
Total number of hours of training performed in 2022, by gender and employee category
| Level | 2021 | |||
| Genre | Average | |||
 F |
 M |
F |
M |
|
| CSN Steel | 38,217 | 145,604 | 15.2 | 13.1 |
| CSN Cement | 3,183 | 11,800 | 10.8 | 11.4 |
| CSN Mining | 29,159 | 172,946 | 17.5 | 28.7 |
| Other Mining | 904 | 2,960 | 8.5 | 6.3 |
| Logistics | 3,460 | 23,608 | 10.9 | 13.9 |
| CSN Corporate | 4,647 | 4,378 | 9.4 | 8.7 |
| CSN Group | 79,715 | 362,184 | 14.8 | 17.3 |
| Total average | 353,492 | 14 | ||
Partnerships
We carried out a partnership with Alicerce Educação, as a pilot project, investing in the training of 80 young people, with the objective of, at the end of 16 weeks, delivering them with a very differentiated educational base for the Brazilian context, accompanied by a complete MAPA diagnosis. . We prepare an action plan focused on meaningful and permanent development through personalization of teaching, meeting the real needs and possibilities of each student. The themes were designed to address the CSN Essence, aiming to develop them beyond Language and Mathematics skills. Accompanying these Young People, we had the opportunity to take advantage of 50 young people in our Apprenticeship program, improving their knowledge with a focus on the Company's opportunities.
In partnership with Fundação CSN, CSN launched Projeto Mentoria Cidadã, an initiative that aims to increase opportunities for professional development and contribute to the employability of the students of Projeto Garoto Cidadão. Designed to support young people with fewer opportunities for the job market, the project is closely monitored by CSN professionals who hold leadership positions and are willing to share knowledge and experiences.
We launched the “Trainee #VemSerCSN” program, which aims to attract, retain and develop young people with high potential to occupy strategic positions, aiming to add value to the CSN Group's businesses. The program lasts for 18 months, during which those selected go through a development journey that includes technical content, behavioral skills and hackathons which aim to put into practice all the acquired knowledge.
The 2022 edition of the Trainee Program reached a record number of enrollments with more than 20,000 candidates and ended with 48 trainees developing projects in different areas of CSN at the end of the year
We implemented CSN Conecta, a program aimed at engaging teams of up to 4 employees in the development of solutions aimed at accelerating ESG actions in the company, in the areas of water, energy, waste and emissions. The program was launched in all units of the CSN group, and the initiative, in addition to generating innovation through the solutions that will be developed, will contribute to the generation and sharing of technical knowledge.
We carried out a partnership with Alicerce Educação, as a pilot project, investing in the training of 80 young people, with the objective of, at the end of 16 weeks, delivering them with a very differentiated educational base for the Brazilian context, accompanied by a complete MAPA diagnosis. . We prepare an action plan focused on meaningful and permanent development through personalization of teaching, meeting the real needs and possibilities of each student. The themes were designed to address the CSN Essence, aiming to develop them beyond Language and Mathematics skills. Accompanying these Young People, we had the opportunity to take advantage of 50 young people in our Apprenticeship program, improving their knowledge with a focus on the Company's opportunities.
In partnership with Fundação CSN, CSN launched Projeto Mentoria Cidadã, an initiative that aims to increase opportunities for professional development and contribute to the employability of the students of Projeto Garoto Cidadão. Designed to support young people with fewer opportunities for the job market, the project is closely monitored by CSN professionals who hold leadership positions and are willing to share knowledge and experiences.
We launched the “Trainee #VemSerCSN” program, which aims to attract, retain and develop young people with high potential to occupy strategic positions, aiming to add value to the CSN Group's businesses. The program lasts for 18 months, during which those selected go through a development journey that includes technical content, behavioral skills and hackathons which aim to put into practice all the acquired knowledge.The 2022 edition of the Trainee Program reached a record number of enrollments with more than 20,000 candidates and ended with 48 trainees developing projects in different areas of CSN at the end of the year
We implemented CSN Conecta, a program aimed at engaging teams of up to 4 employees in the development of solutions aimed at accelerating ESG actions in the company, in the areas of water, energy, waste and emissions. The program was launched in all units of the CSN group, and the initiative, in addition to generating innovation through the solutions that will be developed, will contribute to the generation and sharing of technical knowledge.
Corporate University
CSN is considered a school by many of its employees. The Company’s potential to create opportunities for professional and personal development is a visible foundation on every page of those who write our history. With this motivation and, in order to complement this journey, CSN incorporated in its educational trajectory the Corporate University, which began in September 2022, building innovative education solutions aligned with organizational competencies and culture.
CSN’s Corporate University emerges to strengthen the principles, promoting a meeting between the legacy of success and a continuous and enriching learning process of the Company. The online platform has several contents and training, such as skills of the future, emotional intelligence, among other training straining that will contribute to the development and improvement of skills and competencies fundamental to the career of each professional.
Through the Corporate University, total hours of training for CSN Group employees in Brazil rose 25% compared to 2021.
In addition to the Corporate University, CSN also supports with a scholarship those employees who wish to pursue a postgraduate, MBA, doctorate, and master’s degree, with a focus on the intellectual and professional growth of employees, CSN has an agreement with major educational institutions such as USP, FGV, and Puc, providing a good value for its employees to be able to undertake a new specialization.