A
Employee Satisfaction, Pulse Survey
Percent satisfied
B
Overall Dealer Attitude
Relative ranking on a scale of 1-100 percent
| |
2002 |
2003 |
2004 |
2005 |
2006 |
2007 |
| 58/61 |
64/67 |
67/69 |
70/72 |
70/64 |
41/59 |
| 46/46 |
50/50 |
56/56 |
64/64 |
64/64 |
35/56 |
| 67/46 |
72/56 |
72/61 |
73/64 |
74/64 |
40/43 |
C
D
E
F
U.S. Employment of Minority-group Personnel and Women at Year-end
Percent
G
H
I
Working Conditions Training and Assessment Status for Supply Chain
| Working Conditions Assessments (as of 12/31/07) |
Americas |
Asia-Pacific and Africa |
Europe |
Global Total |
| Average violations per assessment |
11.4 |
11.1 |
13.5 |
11.4 |
| Assessments completed to date |
97 |
284 |
37 |
418 |
| Follow-up assessments completed to date (third party and/or internal) |
36 |
130 |
1 |
167 |
| Working Conditions Training (as of 12/31/07) |
Americas |
Asia-Pacific and Africa |
Europe |
Global Total |
| Training sessions completed to date |
20 |
15 |
7 |
42 |
| Total number of attending companies |
583 |
471 |
171 |
1,225 |
| Total number of trained managers |
758 |
548 |
222 |
1,528 |
| Scope of Impact: Suppler-Submitted Data |
Global Total |
| Training cascade to management, individuals trained |
6,239 |
| Training cascade to workforce, individuals trained |
81,963 |
| Communication to suppliers, number of sub-tier companies |
10,079 |
NOTES TO THE DATA
In 2006, the Pulse survey was changed to incorporate new dimensions. While there was no change to the number or content of the existing 55 core questions asked on Pulse, they were realigned into eight revised dimensions. These changes were made because the revised dimensions are better focused on current business priorities, provide a framework for more focused feedback and action planning, and two revised dimensions (including the revised Employee Satisfaction Index) can be benchmarked externally.
The National Automobile Dealers Association (NADA) Dealer Attitude Survey measures overall dealer attitude. Scores are for the summer and winter respectively of the year noted.
The approximate number of individuals employed by us and our consolidated entities (including entities we do not control) as of year end. The decrease in employment levels primarily reflects implementation of our personnel-reduction programs in North America.
Total average hourly labor costs reflect earnings and benefits per hour worked for hourly employees, excluding subsidiaries.
In 2003, we expanded our reporting to include purchases from non-minority women-owned businesses. This accounted for $0.2 billion in 2003 and is not included in data for prior years.
See the Community section for a description of our charitable contributions.
The Volunteer Corps was founded in 2005, and 2006 is the first year data are available. However, volunteerism and community service have long been a part of Ford's culture.
While the general findings were consistent with previous years, 2006 saw an increase in the total number of issues identified. We believe that reflects the fact that Ford has become more skilled at identifying potentially at-risk facilities – and thus targeting them for assessments – rather than an actual decline in suppliers' performance.
