AGL Energy Limited 2012 Annual Report 19 Vision Target FY2012 Performance FY2012 Target FY2013 Employee engagement Engagement  score at ‘best  employer’  level. Engagement score: 8% point  increase Engagement score 1 : 10% point  increase Further  improvement  in employee  engagement. Organisational health and safety Zero harm. Total Injury  Frequency Rate: 4.0 Total Injury  Frequency Rate: 6.6 Total Injury  Frequency Rate  lower than 4.9 2 . Organisational health and safety Employee engagement Each year, AGL surveys its employees  to measure how ‘engaged’ they are in  performing their employment duties.  The survey asks employees to indicate  the extent to which: AGL’s primary measure of safety  performance is Total Injury Frequency Rate  (TIFR). This is the number of lost time and  medical treatment injuries experienced for  every million hours of employee work time. Disappointingly, TIFR increased during  FY2012, and as at 30 June 2012 was  6.6, compared to 5.0 in June 2011. This  equates to 17 lost time Injuries and  10 medical treatment injuries. Almost 50% of injuries were “non-event  related”, resulting in soft tissue damage  or joint deterioration. These injuries  were assessed as having a work-related  component, although no specific work event  or incident caused the injury. Other common  injuries included slips, trips and falls, and  manual handling tasks. A contributing factor for a number of the  injuries has been an ageing workforce at  some operational sites. Actions to be taken  in FY2013 to reduce the incidence of soft  tissue injuries include health assessments for  relevant operational personnel, the use of  occupational therapists to assess job tasks,  reducing the exposure to hazards through  the application of engineering solutions, and  increasing the use of ergonomic assessment  processes in office locations. During FY2012 there was a reduction in the  number of potentially high risk near miss  incidents. This was largely a result of work  to improve electrical safety and permit to  work procedures at our power stations. AGL sets annual HSE Action Plans for each  business unit. In FY2012, 99% of Action  Plan commitments were met. In March 2012, AGL was recognised as  a 2012 Employer of Choice for Women  by the Equal Opportunity for Women in  the Workplace Agency (EOWA). This is a  prestigious acknowledgement by EOWA  of organisations that are recognising  and advancing women in the workplace.  AGL is among 125 companies this year  who met the award benchmarks. Initiatives to improve employee engagement  were implemented across all business units  in FY2012, including enhancements to  AGL’s parental leave policy; the launch of  AGL’s first employee diversity network for  women; enhanced benefits and incentives;  inclusive leadership training; and the launch  of mycareernet which supports online  performance review and career planning. This year employee engagement improved  across most areas of AGL, particularly within  the larger business groups of Retail Energy  and Merchant Energy. > they say positive things about their  AGL employment experience when  talking to family and friends > they might be considering working  elsewhere > working at AGL motivates them to  work to the best of their ability. 1 Engagement survey undertaken during May and June 2012. 2 The targets related to people will not include AGL Loy Yang for the FY2013 period. AGL Loy Yang will be included from FY2014.