Employees

The forest products industry is highly competitive. Work force demographics in North America are rapidly changing. In this dynamic environment, Weyerhaeuser must attract, engage and retain diverse talent to help us safely deliver on our commitments to customers and shareholders.

Our goal is to have current and prospective employees consistently recognize Weyerhaeuser as a preferred place to work. We accomplish this by:

• Maintaining a strong company culture that emphasizes safety, ethical conduct and environmental responsibility.
• Offering a unique employment experience that includes:
  • A competitive pay and benefits package
  • An inclusive workplace where diversity is valued
  • A performance-driven culture that provides challenging, satisfying work and rewards results
  • Education, training, growth and advancement opportunities
  • The opportunity to be part of a highly respected company
• Identifying and closing any gaps between what we say and what we do:
  • Our businesses annually update work force plans to proactively address challenges.
  • We conduct a regular climate survey to gather feedback from employees about our work environment.
  • We routinely implement best practices across the company to improve performance in areas such as leadership development, cross-business teaming, and diversity improvement planning.

EMPLOYEE ENGAGEMENT SURVEY

88%

Percentage of employees who say they clearly understand how their work contributes to the success of their team
(2011 Engagement Survey)

84%

Percentage of employees who agree that Weyerhaeuser behaves responsibly in the communities where it operates
(2011 Engagement Survey)

70%

Percentage of employees who would recommend Weyerhaeuser as a
good place to work
(2011 Engagement Survey)

We measure the overall effectiveness of our work environment every two years through our companywide employee engagement survey, which has seven main categories and 21 questions in total. In 2011, all employees were given the opportunity to complete this survey and our response rate was 88 percent.

Here is a snapshot of our rolled-up companywide results:

• Overall engagement: 70 percent positive
• Safety commitment: 85 percent positive
• Clear strategy and direction: 74 percent positive
• Working together effectively: 77 percent positive
• Skills and training: 66 percent positive
• Leader effectiveness: 63 percent positive
• Ethics and principles: 73 percent positive
• Satisfaction with Weyerhaeuser: 63 percent positive

We share these companywide results with all employees through our internal communications channels, and all teams review their individual results separately.

We believe the value of engagement surveys is captured largely at the team level, with leaders and employees working together to implement actions plans for improvement in specific areas. All our business and functional leaders are held accountable for identifying areas of strength and opportunity and implementing action plans to close gaps.

The extent to which we succeed in improving our work environment is measured using the results of subsequent surveys. We also track retention as a key measure of engagement, which in 2011 was 94.3 percent in our North American operations (i.e. voluntary turnover was 5.7 percent).

SOURCING TALENT

Our primary goal is to develop diverse leaders from within the company. For the top 50 positions of Weyerhaeuser leadership, our target is to fill at least 80 percent of those jobs through the development and promotion of current employees. In practice, significantly more than 80 percent of these critical roles are filled by employees.

In North America, where 94 percent of our employees work, we follow a hiring policy that bases employment decisions on consistent, job-related criteria. Many of our facilities are in rural areas and rely heavily on the local work force for talent. Hiring locally is preferable, but we use many sourcing channels to fill open positions depending on the requirements of the role. We start with defining job duties and qualifications. Then we monitor staffing decisions to ensure selection processes are free from bias. Our process aligns with an employee relations policy that reflects values such as diversity, teamwork, effective leadership and personal accountability.

Hiring Local Talent

At our global locations, our practice is to hire local management and employees. In fact, the proportion of expatriates placed outside of North America to the total global Weyerhaeuser employee population is less than 1 percent. We place expatriates in international assignments when broader experience is required, when specialized expertise is not available in the host country, or for startup operations.

In some cases, the best skills for the job may come from another source. In each case, our staff works to recruit the most talented candidates with the potential to grow to their fullest capacity.