At Banco de Chile we are committed to developing our employees’ careers. We encourage collaboration and have implemented several professional growth plans within the organization.
Accordingly, the following attributes that are part of Banco de Chile's DNA have been strengthened:
- Flexibility & Agility: These depend on the challenges of each role and can cover the needs of employees and organization leaders.
- Development-centricity: This considers elements that are related to managing the development of employee skills, attitudes, knowledge and capacities. In addition, it also considers priorities and dimensions that may be potential areas of development for the Bank over the next few years.
- Balance: This considers functional and emotional aspects as well as factors that currently enable the Bank to operate and prepare for organizational transformation.
- Simple/Light: Its structure is described simply to contribute to employee understanding and usability.
Performance management systems are based on an Agile Evaluation, which can be performed spontaneously by a manager for his team, by a direct manager for an employee and by an employee asking their manager. Agile Feedback is feedback requested by an employee from their peers based on qualitative aspects that can be an opportunity for improvement or for positive feedback.
Comprehensive development is complemented by various platforms and opportunities to develop skills that strengthen the talents of employees, through support for continuing education or internal mobility.
Internal Mobility
In 2021, the bank had 846 promotions and 560 lateral transfers that totaled 1,406 cases and covered 72.5% of the vacancies.
Education and Training
A learning ecosystem was developed in 2021, where employees took regulatory and job-assigned online courses, as well as learn from a wide range of national and international content.
Several training programs covering inclusion, financial education and training in trades are open to all employees. The Más Conectados internal channel has brought together various online employee services and self-management resources to support the daily experience of employees’ working lives since 2021.
Two new platforms were developed, tested and implemented during the year: Digital Library and International Courses.
• In 2021 these training programs obtained: 2,343 log-ins to the digital library.
• More than 330 employees registered for international courses.
The education and training programs implemented in 2021 totaled 332,327 registrations and 152,721 sessions, or 226,908 hours of training. 22.5 training hours on average per employee.
• 11,805 employees registered on the Más Conectado Portal.
Co-op Project
As part of the initiative proposed by the Pacific Alliance to promote economic and social development among its member countries, Banco de Chile has been committed to implementing programs that provide opportunities to young people in Chile since 2017.
Along these lines, the bank continued to implement the BCH Co-op Project for the fifth consecutive year. This program aims to give young people from technical high schools initial job experience.
During 2021, ten twelfth-grade students from the Polivalente Santa Juliana high school in the Recoleta district participated in this project. They specialized in administration and accounting and completed their on-the-job training remotely in various bank departments.
Change Management
Change management in 2021 focused on digital transformation projects; the design and execution of activities that mobilize the organizational culture; and on business projects, specifically initiatives within the Corporate Efficiency and Productivity Program.
Performance Evaluations
The bank uses a performance evaluation model that consists of the following:
• Challenge Evaluation
• DNA Evaluation (Agile Evaluation)
In 2021, 88.8% of Banco de Chile employees received an Agile DNA Evaluation.
