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Employees

Cooper is dedicated to fostering the health, safety, development and well being of our most important asset—our employees.

SAFETY AND HEALTH

The ability for employees to work without injury while providing quality products and services is vital to our long-term success. Cooper recognizes that employee safety, health and well being requires a well-rounded approach, focusing on both work-related and off-the-job safety and health efforts.

WELLNESS

Cooper is committed to health, safety and productivity through the provision of quality wellness programs that emphasize education and communication, including:
 

  • Health screen programs
  • Preventative and wellness services
  • Weight loss programs
  • Tobacco cessation programs
  • Cooper contribution to employee health club membership
  • Melksham Cooper Avon Sports Club
  • Blood drives
  
Cooper technical employees participated in the 10,000 Step Challenge
while taking positive steps toward improving their workplace health.  

SAFETY AND HEALTH ON-THE-JOB

Programs include:


  • Behavioral health and employee assistance
  • Global risk assessments and safety programs
  • Safety steering committee
  • Enforcement of safety absolutes
  • Cooper Safety Conference
  • Electronic accident reporting
  • Safety Management Systems
  
The Tupelo Plant has again achieved 1.5 million
hours worked without a lost-time incident.  

TALENT MANAGEMENT

In addition to working to maintain a safe and productive work environment for employees, Cooper also invests in the professional development and career growth of employees. Talent management is vitally important to the company with two central tenets:

  • Performance management
  • Succession management

Cooper’s performance management system is an integral part of the foundation for the development and professional growth of Cooper employees. This program is designed to ensure that Cooper people are focusing their energies on areas that are directly aligned with the company’s strategic initiatives and that developing necessary skills and expertise to continue to advance through the organization if desired.

Succession management is the second critical component of Cooper’s talent management programming. Across the company, Talent Summits help identify current and future leaders, key positions and potential successors to those positions. Once leaders and future leaders are identified, Cooper focuses on providing appropriate development opportunities as the employee prepares for increasingly demanding leadership roles within the company. The results of Cooper’s Talent Summits are reviewed and monitored by Cooper’s executive team and Board of Directors through periodic reviews. Our talent management programs ensure that Cooper has a steady stream of leaders to drive us confidently into the future.

Cooper also supports the development of our leaders and future leaders with frequent training both internally at the Cooper Learning Center and externally in cooperation with select educational institutions such as the University of Notre Dame.

The Cooper Learning Center is committed to the overall success of each employee through a wide variety of instructor-led, e-learning and blended learning programs. These programs are targeted to individuals seeking personal and professional growth in areas of leadership, manufacturing and sales training. The Learning Center’s goal is to continue to create, implement and deliver a competency-based employee development platform that supports a global learning and career development environment. These initiatives currently include courses on governmental and industry-related compliance, continuous improvement programs leading to Six Sigma certification, multi-level leadership programs and functional development programs leading to skill development.