Objectives and results
Ensuring a high level of supply reliability for a low cost
Customer convenience measured by the NES score is higher than 53% (consumer market) and 32% (business market)1.
Customer convenience measured by the NES score will increase in the upcoming years.
Realisation of work package
Electricity outage duration
Maintain low outage duration. The objective is a maximum of 23 minutes1.
The objective is to have a high reliability of supply.
The number of unique cable numbers with more than five interruptions is 17 or lower.
The number of unique cable numbers with more than five interruptions is a maximum of 17 in the coming years.
Smart meter offering
We offer smart meters to 375,000 addresses.
By 2020, everyone has been offered a smart meter.
Being a credit-worthy company with solid returns
Retention of solid rating
S&P AA-/A-1+/stable outlook
Maintain solid A-rating profile
Our objective is to remain a creditworthy company. Continuously outperform the sector in terms of costs and operational excellence. Solid results compatible with the regulated permitted return.
FFO/net debt objective > 20%
Interest Cover Objective >3.5
Net debt/(Net debt + equity)
(net debt/ (net debt + equity) Objective < 60%
Making the energy supply and our operations sustainable
CO2 emissions from business operations3
CO2 emissions are a maximum of 207 ktonnes (according to a sector-wide calculation method).
We strive for climate-neutral operations in 2023.
Long-term regulatory focus
40% of all our primary assets are purchased on the basis of circular procurement.
In 2025, 60% of our primary assets are purchased on the basis of circular procurement.
Ensuring a safe network, a safe working environment, and a safe data environment
LTIF (lost time injury frequency)
Safety is a precondition for our business operations. We create a proactive safety culture.
Being an attractive, inclusive employer who offers equal opportunities to everyone
Employee survey score on a scale of 100
In 2020, we aim for a score of 71 in the Great Place to Work employee surveys.
Top-class employer; an innovative and successful company where we develop future-oriented knowledge and competences.
Capacity for change
Employee absenteeism Absenteeism score is 4.3% or lower.
Absenteeism score is 4.3% or lower.
The maximum employee absenteeism rate is 4.3% in the coming years
Women in leadership positions
At least 30% of all leadership positions are filled by women.
At least 33% of our leadership positions will be filled by women by 2024.
Employees at a distance from the labour market
Offering 108 apprenticeships to people at a distance to the labor market. At least 83 of these places comply with the Labor Participation Act.
We offer long-term work for people at a distance to the labor market who meet the criteria of the Labour Participation Act. In addition, we also offer work experience placements, internships and other learning experiences for a broad target group. We will meet the requirements of the Dutch Labour Participation Quota Act by 2024.
This topic is explained in the online annual report along with the objectives and results.
- 1 As a result of the re-prioritisation of the work, with a focus on investments in the network and the resolution of transmission restrictions, the Net Effect Score (NES) and the Customer Minutes Lost (CML) will not improve.
- 2 The figure for electricity outage duration differs from the figure stated in the regulatory report, because interruptions in the high-voltage network (CBL assets) owned by Alliander are taken into consideration in the regulatory report.
- 3 The CO2 emission target for 2019 was recalculated according to the most recent emission factors.
- 4 The scope of the KPI comprises primary assets: low and medium voltage cables, gas pipes, distribution and power transformers, and legacy and smart electricity & gas meters.
- 5 From 2019 the target and the score are rounded off to whole numbers.
- 6 No target is set for the Lost Time Incident Frequency (LTIF) performance indicator, because the number of accidents leading to sickness absence should be zero.
- 7 We did not conduct an employee survey in 2019. Instead, the focus was on the strategy alignment survey and discussing the outcomes of this with all employees. This is discussed in more detail later in the report. Due to this the figure from the end of 2018 has been used. Alliander has the ambition to be a top-class employer and will launch a new employee survey in 2020.
- 8 From 2019 Alliander is taking measures in accordance with the Dutch Participation Act.
- 9 The figure for employees at a distance from the labour market comprises 64 employees working for us under the Dutch Participation Act and another 37 with a work experience placement.
- 10 The Risks chapter explains the risks in detail.