Training and Development

4,197

Student days of education in 2010

100%

Percentage of employees who took at least one classroom or online-based course.

The success of any organization relies on the success of its people. To develop a culture of continuous personal growth we are committed to regular training and development for our employees. The following are just some of the ways we empower our talent through professional development:

• Cross-functional flexibility
• Education assistance for career-related studies
• Executive mentoring
• Individual Development Plans 100%
• Leadership programs
• Mentoring programs

TRAINING OPPORTUNITIES

Nearly every employee at Weyerhaeuser receives some training each year. Opportunities vary by site and type of employee. For managers, we provide targeted training such as entry-level supervision, personal effectiveness and advanced leadership capability. Hourly employees typically participate in one to two days of training per year, usually focused on safety, technical and operational skills.

In 2010, we held 32 enterprise-wide classes, 11 business or region-wide classes, and 149 online or virtual classes, resulting in:

• 4,197 student days of education
• 100% of employees taking at least one classroom or online-based course.

We offer online training modules on more than 48 topics regarding environment, health and safety. All employees participate in ethics training on a regular basis.

Other training-related resources include tuition assistance, which is offered to employees who want to further their education in areas that meet company needs. The company also encourages mentoring.

INDIVIDUAL DEVELOPMENT PLANS

As part of our performance management plan system, employees are encouraged to create individual development plans. These plans help ensure:

• Employees acquire the skills, knowledge and capacity to achieve their performance goals.
• Employees develop professionally to be able to seize opportunities to expand or change their roles.
• Weyerhaeuser can grow the talent pipeline for critical roles.

Employees are expected to own their performance and their careers. They are accountable for developing and executing their IDPs.

Leaders are expected to:

• Identify development needs
• Provide input and insight to employees
• Foster a learning environment
• Monitor growth and direction
• Manage resources and cost
• Seek opportunities for development

We provide presentations, worksheets and a comprehensive website to help employees and leaders create meaningful individual development plans that set focused targets with realistic timelines.