Social Dimension
So, it is through art that we will display the importance of the sewage treatment plant and the importance of a clean river, cleaner each day.
Copasa and its employees
The policy of human resource management Copasa calls for the promotion of fair, ethical, and democratic isonomic treatment to employees, seeking to reconcile the expectations and interests between them and the Company. The company seeks to meet the expectations and needs of employees, primarily through performing, every two years, the organizational climate survey, using the Organizational Climate Indicator (CLOG) as reference management. The result analysis subsidizes planning aimed to maintain the quality and harmony in the workplace and improve the quality of life and performance of employees. A survey conducted in 2012 showed an index of favorability of 75.7% and showed a sense of importance and pride to work in the Company. The result was higher than the average 66.4% market share, calculated on research conducted in the same period of 20 Minas companies of medium and large. In 2013, based on research conducted in the previous year, all business units develop actions aimed at improving opportunities identified. The needs identified were also addressed in the revision of the strategic planning process, which included initiatives regarding the appropriateness of some human resource policies.
Also in 2013, seeking external references regarding the policies and practices of personnel management, Copasa participated Search Best Companies to Work For, conducted by the magazine S / A and by the Institute of Directors (FIA). The result, published in Guide 2013 S / A, Pointed Copasa as one of five public institutions management models of people across Brazil.
In 2014, the company held again with all employees, internal climate survey and continue participating in external surveys, in order to compare with the market, make improvements and raise their productivity levels.
Workforce
(GRI LA1)
Note: 1 This number includes 335 retired employees off through the Voluntary Retirement Program (PDV).
(GRI LA2)
Valuing Diversity
In Copasa, people are recruited, selected and contracted in accordance with criteria established by law. To ensure equality of opportunity, fairness and justice, the Company encourages inclusive practices, as in the internal selection process for positions of trust and effective positions, which provide, in the event of a tie in the final score, preference for female candidates and by (the) candidates (the) black (the), in that order. The invitations to tender predict 10% of the vacancies for each position for admission of persons with special needs jobs and the company has sought to adapt their dependencies with special lifts, ramps and own bathrooms. The Company promotes respect for religious diversity, enabling the realization of Masses, services and events in its internal spaces. The celebration of International Women's Day is an event of significance in the timing of Copasa, offering diverse cultural and artistic programs to employed, promoted with the support of Aeco.
Since 2003, the homosexual employees may include his companions of the same sex as dependent on the Association of Health Care Employees Copasa (Copass Health), and the Company anticipated the deployment of Precedent Ruling No. 12/2010 National Health Agency.
Note: * Minimum Wage effective in December 2013.
(GRI LA14)
(GRI LA13)
Notes: 1 The classification of employees by race is accomplished by self-declaration. 2 According to Brazilian Institute of Geography and Statistics (IBGE), the browns constitute one of the five groups of "color or race" that make up the Brazilian population, Together with whites,black,yellow and indigenous. The term 'brown' is most commonly used to refer to mixed race Brazilians, that is individuals with varied racial ancestries.
Note: * Minimum Wage effective in December 2013.
In 2013, the salary of the lowest Copasa reached from the date of the category (May), an 62% greater than the national minimum wage. Only 6.8% of the Company's employees receive lower wages.
GRI EC5
Opportunities for all
The human resource management is supported by practices that ensure non-discrimination and equal opportunities for all, enable the professional growth of employees and encourage the inclusion of minorities.
Being a state-owned enterprise, mixed economy, whose main shareholder is the Government of the State of Minas Gerais, selection and hiring of employees to fill vacant positions of sitting are performed obligatorily through public tenders, given the Federal Constitution, whose edicts are widely publicized in the press and on the internet. The company can also absorb assumed operating systems personnel, and provide internships and hire apprentices, as described below:
Tender: selection process whereby the Company recruits selects and hires people, having as main objectives meet the needs of manpower and generate joined booking to fill vacancies. Through specific edict, published widely, vacancies are offered to all regions of operation Copasa in the state of Minas Gerais, with the forecast, including quotas for hiring people with disabilities, in compliance with the specific law.
Absorption of staff: the assumption of operating systems, via the program signed contract with the municipal governments, the absorption of staff from these institutions may occur, provided that the employees are working in the activity of sanitation, to be approved by exam and meet the requirements of the Company. The absorption must occur within six months after the start of operation. In 2013, 22 employees were absorbed from city halls.
(GRI EC7)
Internship Program: designed with the objective of contributing to the training of students at the university and technical level, in 2013 offered opportunities for 232 students, who underwent training in various business units. The program also offers internship opportunity to students employed. In 2013, 135 employees were interns in the Company.
Hiring apprentices: the Copasa admits apprentices, giving them a financial contribution of half the minimum wage, plus charges (Guarantee Fund for Time of Service - FGTS and National Social Security Institute - INSS) and transportation. In 2013, through a partnership with the National Industrial Apprenticeship Service (SENAI), the Copasa hired 226 apprentices aged between 16 and 24 years. Apprenticeships are offered in administrative proceedings. Learners after completing the theoretical part in Senai, develop practices in business activities, allowing their professional development. During this period, young people receive from their tutors and monitoring of human resources unit.
Internally, employees can participate in the selection process for permanent staff positions and positions of trust, provided they meet the requirements requested in the submission widely disseminated throughout the company, including intranet and bulletin boards, as follows:
Internal selection process for positions of trust: held twice a year, is the process by which the company identifies employees with leadership potential to fill vacancies in positions of trust. The new managers of the Company, at all hierarchical levels - except president, directors and certain other strategic positions - are selected by technical and behavioral evaluations, according to rules laid down in specific regulations, available to employees. Aiming to renew its management framework and maintain domestic competitiveness, managers who complete six years in function also participate in the selection process if they have interest in staying in office.
In 2013, 113 employees were enrolled in this selection process. As a result, 36 managers were selected. Of this total, 15 new managers took over the management of a unit for the first time, getting the support of the Program Monitoring and Development of New Managers, which promotes the adaptation and development of employees selected to fill management positions. To do so, provides: guidance on performance in the selection process, meetings Feedback with superior construction of personal development plan, development groups, and lecture series on the internal processes of interest to new managers, the follow-up interview one semester, orientation meetings and feedback to superiors. In 2013, 5 new managers participated in the program and in 2014, 13 new managers begin their participation.
(GRI EC7)
Internal selection for effective positions: process whereby Copasa recruits and selects, among all employees who meet the criteria and requirements of Regulation Plan Careers, Jobs and Salaries (PCCS) and meet the qualifying rounds of curriculum analysis and selection interview, those who gather the most appropriate skills profiles.
In addition to the recruitment and selection of personnel, Copasa enables the professional growth of employees through the policies described below:
Professional growth: made possible based on individual performance evaluations applied from the time the employee joins a specialty that requires a learning period to reach maturity, experience and individual and functional expertise. As the result, the employee may have their growth to a level and / or group immediately above, to reach the fullness of their salary range in the same specialty. In 2013, 9,984 reviews for career growth and 131 for occupants of positions of trust were performed. It has also created a group of internal work with the aim of developing an integrated performance management system in order to measure the evolution of performance of each employee and the effectiveness of training, and promote recovery and improve the capabilities of these employees.
(GRI LA12)
Functional Progression: increase functional activity of the employee to a higher valuation in order to fill vacant job, since it meets the requirements and criteria set forth in the Regulations of PCCS.
Master analyst and expert technician: to sediment organizational learning, Copasa maintains this specialty skilled professionals with benchmarks for technical excellence, renowned and recognized expertise to propose solutions regarding the policies and guidelines of corporate and operational management. In 2013, the company had six analysts and master a technical assistant specialist.
Training and development
(GRI LA11)
The precepts of corporate education in Copasa seek to foster the development of individual skills necessary to strengthen the culture of business excellence and sustaining competitive advantage of the Company. In 2013, £ 1.9 million was invested in shares training and development of employees, with the offer of 40,071 training opportunities and 433,864 hours of activities.
(GRI LA10)
The needs for training and development of employees are identified through the needs assessment of training process conducted annually, covering all organizational units, contributing to the development of corporate education program, whose goal is to ensure the continuity of the generation, possession and multiplication of knowledge in Copasa. Another initiative to encourage professional growth is to expand the skills of employees and their participation in vocational technical courses for agents sanitation, with financial subsidies of 90%. In 2013, 178 employees used this allowance.
Copasa includes in its policies and procedures aligned to the actions set out in the Declaration of Human Rights, especially in training and development, such as the right to education, security, equality, equality, freedom, among others. From the Integration Program for New Employees and continuously at other times, are addressed the rights and duties of employers and meaning of work and disseminated the Code of Ethics. In 2013, 15,857 training opportunities on these topics were offered, for a total workload of 124,530 hours / man. Also noteworthy are the actions of environmental education, which seek to raise awareness and awakening, in domestic and foreign audiences, the core elements of a culture of sustainability.
(GRI HR3)
Compensation for results
The variable compensation mechanisms seek to promote, develop and enhance the capabilities of employees, motivating them to achieve better results. In this sense, Copasa uses variable pay models that reward the collective effort to meet the goals set in strategic planning:
Gratuity charge of system performance: granted to the occupant of the employee in charge of the art system, depending on the calculation of the operating performance of the localities under their responsibility.
Bonus managerial performance: Monthly assessment that rewards employees occupying positions of trust, depending on the calculation of the performance of your drive towards achieving the goals established system.
Gratification of institutional performance: quarterly evaluation system with direct relation to the strategic objectives of the company, monthly rewards employees according to the results obtained by their work unit. In 2013, the percentage of the bonus increased from 15.28 to 16.5% of the base salary of the employee. Profit sharing: consists of distributing part of the annual net income to employees in accordance with labor legislation. It is calculated linearly with the amount equal to all employees, regardless of pay level.
Saúde e segurança ocupacional
Actions related to occupational health and safety in Copasa are regulated by legislation and by a specific provision of health, safety and occupational health in the present collective bargaining agreement between the Company and the Union of Workers in the Purification and Distribution of Water and Sewage Services in the State of Minas General (MG Sindagua), the Trade Union of the Directors in the State of Minas Gerais (Saemg) and the Union of Engineers in the State of Minas Gerais (Senge). All employees are represented on committees, commissions or groups of formal health and safety committees as Dengue Prevention, Internal Commission for Accident Prevention and Health Mediators, linked to the Health Promotion Program, which covers the Program of Attention to Health and Prevention of AIDS (APA), the Program for Prevention and Care Subject in Relation to Alcohol and Drugs (PASA) and other occupational health actions, described below.
(GRI LA6/GRI LA9)
The Program for Environmental Risk Prevention Program and the Medical Control of Occupational Health form the basis of the shares in occupational health and safety of employees. The first allows you to identify and propose solutions to work situations that may result in injury to the health of the employee. The second allows the monitoring of the health of employees through employment, periodic, dismissal and other tests.
Other actions complement the strategy of maintaining occupational health and safety in Copasa:
Internal Commission for Accident Prevention (CIPA): the 76 existing Company Cipas in providing support to practitioners of medicine and safety at work regarding the identification and treatment of risks related to occupational health, safety and ergonomics, in compliance with the Norm # 9 of Ordinance No. 3.214/1978 Ministry of Labor and Employment.
(GRI LA8)
Program to Combat Dengue: in 2013, the Copasa continued the activities of the 52 Standing Committees Fighting Mosquito Outbreaks of Dengue Transmitter, formed by 503 trained agents. The committees are responsible for maintaining constant surveillance, aiming to eliminate outbreaks of mosquito that transmits dengue establishments Copasa, besides supporting the actions promoted by municipal and state governments. Monthly meetings and issued reports of the activities, which are transferred to the State of Minas Gerais are performed. Several events were held in communities, involving presentations by costumed actors mosquitoes and provision of informational material. In 2013, the campaign had slogan "Dengue Prevention wins." For 2014 it is planned to strengthen surveillance activities, including a performance of mobilization of service providers.
APA: acts in a preventive, educational and assistance to HIV virus and AIDS patient character. The preventive actions involve lectures, distribution of educational material and condoms in annual campaigns, among other activities. The auxiliary works aim to provide treatment for those living with HIV, which includes laboratory tests, psychosocial, medical and dental care and supply of specific drugs, as well as guidance and assistance to the family.
PASA: aims to reduce disease related to chemical dependency, absenteeism and workplace accidents. The program includes: lectures for internal and external audiences on the prevention of alcoholism, smoking and other addictions, and monitoring of the treatment process - diagnostic, therapeutic individual project meetings of therapeutic groups, guidance and support to the families of participants program and emergency room visits. It also includes the treatment of smoking, with subsidized supply of medication, referral for consultation and specific medical examinations and psychological assistance during the period of one year.
Professional Rehabilitation Program: in partnership with the INSS, enables the functional movement of the employee who has incapacity to exercise its original function due to a health problem or work accident. On December 31, 2013, 26 rehabilitation processes were underway. The employed in the rehabilitation process are accompanied by doctors and social workers and relocated in new functions, which are possible in the use and appreciation of their working potential.
Working Group on Ergonomics: provides the specialized organizational units concerned with the prevention of occupational diseases and accidents at work and to identify factors that affect health care, performance, and hence the productivity of employees. Thus, it seeks to ensure ideal working conditions, and to develop projects in ergonomics and support units into demands for legal expertise.
Program Gymnastics: established to motivate employees to develop effectively the practice of specific exercises and implement other elements of ergonomics that produce beneficial health effects of workers. Three daily sessions are held at company headquarters, conducted by a professional physical therapy, occurring in different times and places to enable the participation of the largest possible number of employees. Apart from Belo Horizonte, the program is developed in the cities of Corinth, Montes and Salinas. Expanding the scope of the program to other organizational units is scheduled for 2014, according to the initiative to improve the quality of life, constantly in strategic planning.
Special Assistance Program: intended for employees and their dependents with special needs, provides reimbursement of specific health treatments and differential school attendance. The maximum grant amount is set at the collective bargaining agreement, reviewed annually. In 2013, 307 beneficiaries were assisted with 92 employees and 248 dependents.
In 2013, 10,074 training opportunities focusing on health and safety programs, totaling 74,619 hours were offered. This value corresponds to 25% of total training opportunities that year. Among these actions include: Training and Program Development in Health and Safety at Work, which requires specific training in basic knowledge of security for each function; Program for Promotion of Health and Welfare, with the capacity of 265 agents multipliers and a workload of 2839 hours; training in compliance with the Regulatory Standards of the Ministry of Labor, focused on the legal requirements for carrying out certain activities, training of building and forest firefighters employed, the latter responsible for the protection of areas of environmental preservation company.
(GRI HR8)
Some figures depict the results of occupational health and safety Copasa in 2013:
- recovery rate of employees for the treatment of alcoholism and other drug: 73.07%;
- recovery rate of employees for the treatment of smoking: 82.10%;
- 19.55% reduction in the number of accidents compared to 2012;
- reduction in the percentage of accidents with temporary and permanent removal rate and frequency of accidents in relation to 2012.
Notes: 1 This indicator measures the severity of accidents based on days off (lost). 2 The variation of this value is due to the occurrence of car accidents with casualties.
(GRI LA7)
Benefits with responsibility and quality of life
The Program Benefits Copasa achieved a rate of 84% favorability in the last organizational climate survey conducted in 2012.
The Company promotes improved quality of life of its employees, seeking to meet the factors related to health, leisure, social and financial support. To do so, one of the initiatives corresponding to the benefits offered to its employees, regardless of employment status (fixed or indefinite period) or workload: medical and dental care, specialty care, life insurance group; education aid, education aid Special; funeral assistance; vouchers; and food vouchers; food assistance, Christmas gift basket, standard snack, childcare assistance, payroll loan, and housing assistance.
(GRI LA3)
Psychosocial follow up: with the aim of contributing to the improvement of personal well-being and job performance of employees, the company maintains a team of psychologists and social workers who accompany and guide employees and their families who are experiencing difficult situations. In 2012, a specific plan of action to improve the working conditions of employees who work in isolated locations where uptake occurred during 2013 was developed. Among the actions taken, we highlight the availability of mobile, improvements in the physical structure of jobs specific to employees, increased frequency of contacts and visits of senior training. Continuing the monitoring of the action plan, were also performed further research with employees and units, which have proven positive outcomes of implemented actions.
Aeco: provides benefits to members by means of merchants, like optical, pharmacies, bookstores etc. network. Performs promotions like the annual distribution of free Kits school for students, children of employees. Maintains four social clubs, which promotes championships in football field, truco tournaments, bridesmaid and other games. Sponsors cycling team and athletes kung fu, judo, taekwondo and jiu jitsu. Supports the Coral Copasa track team and the company.
Corporate citizen: is provided to employees the possibility of extending some legal faults (marriage and bereavement of immediate family, for example) and payments that exceed the legal provision, such as birthday and assistance to sick relative. The Company grants the addition of 60 days on maternity leave, pursuant to Law No. 11.770/2008.
Party 25 years: Copasa honors annually the employees who complete 25 years of service to the company. In 2013, 617 were included professionals, who contributed with effort and dedication to improving the quality of life of millions of people.
Family Support Program and Adolescents: aims to promote adolescent health, giving parents a forum for discussion to better understand the process experienced by their children, improving family and professional relationships. In partnership with the Federal University of Minas Gerais School of Health and Minas Gerais, performs service to youth within the context of the family, including discussion about health issues and own adolescence. The work is done through medical care and promotion of educational activities such as workshops, lectures and meetings between parents and children. In 2013, 233 events were held, including medical assessments, clinical care and monitoring, given lectures to groups of parents and adolescents and group meetings.
Family Financial Planning Program: aims to contribute to the reduction of the debt ratio and encourage savings, through the guidance for family financial planning, aimed at improving the quality of life of employees. In 2013, the program included 342 people, including employees, dependents and external audiences, through lectures and individual consultations.
Program Preparation for Retirement: aims to prepare the employee for retirement, helping to establish a project of productive life out of the company environment, personnel, physical well-being and emotional fulfillment and quality of life, encouraging him to face this new phase of life as a stage of growth and learning. In 2013, six workshops were held with participation of 88 employees and 65 companions, is planned for 2014 the same number of seminars.
(GRI LA11)
Another factor that ensures peace of mind for the employee is the Foundation of Security of the State of Minas Gerais (Libertas Foundation), closed pension fund which provides supplemental retirement benefits provided by Social Security.
(GRI EC3)
Copasa maintains the Voluntary Retirement Program for Employees Retirees and / or conditions Retire, which guarantees the termination of the employment contract by dismissal without cause, with all rights under this modality, besides offering the employee the prerogative of lifetime use health plan and group life insurance at no cost to the company. In 2013, 335 employee terminations were performed.
Union relations
Employees are represented primarily by three entities: Sindagua MG, Saemg and Senge. Recognizing their representativeness, the Company maintains a harmonious working relationship with the unions, permanently ensuring compliance with collective bargaining agreements concluded. All employees enjoy the benefits provided for in those agreements, even those who are not members of trade unions.
(GRI LA4)
Each year, at the date of the Copasa (month of May) is constituted a committee with representatives from all directorates to conduct with the unions, the process of discussion and negotiation of claims submitted Tariff. The last collective bargaining agreement was signed on July 10, 2013, in effect retroactively from 1st May 2013 April 30, 2014.
To deal with routine matters presented by the unions, the Company maintains an ongoing dialogue with union representatives, ensuring effective communication with the representative bodies of the employees. During the year 2013, no cases were found in which this right of freedom of association and bargaining has undergone risk.
(GRI HR5)
Knowledge management
The knowledge and experience of the staff are competitive advantages of the Company, which encourages actions to preserve the information and technical and operational knowledge of its employees, such as:
Enterprise Library: comprehensive collection, consisting of about 38,810 records, allows employees the opportunity to broaden their knowledge, stimulating self-development. The library Copasa has established itself as municipal and state reference for research, especially those related to sanitary engineering, environmental science and related subjects.
Copasa Award for Technology & Innovation: seeks to consolidate the strategic objectives of the organization through the involvement, participation and commitment of the employees in the search for greater efficiency and productivity. The project is based on technological innovation and improvement of all methods and work processes, helping to reach better results and better service to customers and investors. The interest on the part of employees to participate in the project has surpassed initial expectations when launching this award. In 2013, numerous proposals, which were evaluated from the point of view of technical experts in the field, were presented. The result will be announced in February 2014. The top three operational category will be awarded and also the support category.
Program Trainee: selects annually, according to the rules laid down in specific regulations, professionals with greater potential for recovery and learning. In 2013, 14 employees approved in the selection process had the opportunity to extend systemic view of organizational processes Copasa and their management model, and develop the skills and guidance to the business expansion of corporate focus.
Supporting the development of business management system: allows the management of managerial practices in accordance with the criteria that evaluate the adoption of the foundations of excellence established in the methodology of the National Quality Award in Sanitation, and enables the predictability of management practices in order to ensure the stability of the results.
Copasa has an Internal Standardization Technical Committee, which coordinates corporate participation in committees of the Brazilian Association of Technical Standards (ABNT). In 2013, it showed the company's participation in discussions related to ductile iron pipes and standards of basic sanitation projects, coordinating the review of technical standards for concrete structures for sanitation, trench shoring, project supply water and sanitation and housing allotment, in reviewing the technical specification of the concrete cover (DN 600) and multiple patterns of individual metering, and internal working group to evaluate the use of networks and sewage interceptors materials.
Copasa also had representatives in working groups of the Commission to Study the ABNT and the National Institute of Metrology, Quality and Technology (INMETRO) in reviewing and / or drafting of technical standards and ordinances. For example: CE-02: 111.02 - Commission study of pipeline systems and water distribution - PVC pipes and connections - NBR 5647-1-5, EC-02: 143.25 - Commission study of cast iron pipes and connections Ductile - NBR 7675, CE-177: 002.02 - Commission study of polyolefin pipes - NBR 15551.
Also there was the presentation of technical papers, by representatives of the Company, at an event held in Goiânia in 2013, such as: Agricultural reuse of sewage from WWTP Janaúba / MG;The sample size of a sampling plan for the control of water quality in the distribution network; A statistical look at the current reality in Brazil; Ordinance No 2914 - case study: Belo Horizonte. Also noteworthy is the participation in the 24th Technical Meeting of the Association of Engineers Sabesp (AESabesp) - National Congress of Sanitation and Environment, with the presentation of the work Lifting the energy behavior.
Research and technological development
In the performance of Copasa regarding the research and technological development, we highlight the exploration and technological innovation, aimed, primarily, by entering into technical cooperation agreements, conducting tests aimed at demonstrating the quality and operability of products that may be used by the company, focusing on streamlining processes, methods and resources used, seeking constant improvement of services.
Among the prospected technologies and implemented in 2013, are: the amphibious pump, used to capture the raw water in the municipality of Cataguases, and flexible tubing for deep wells, tested in the city of Patos de Minas and deployed in various operational systems of the regions west and north of the state of Minas Gerais.
It is also good to highlight: the Fertigation project, developed in partnership with the State University of Montes Claros, which refers to the reuse of treated effluent from the WWTP city of Janaúba for fertilization of crops, including banana silver and cotton, down 30 % water consumption and 80% of spending on fertilizer, and Reduction Project Water Hardness, with the application of carbon dioxide, conducted in partnership with the Federal University of Minas Gerais, through the Center of Agricultural Sciences Campus Hills clear.
In radio communication projects, over £ 650,000 was invested, with the implementation of control units operating radio, among which are the systems deployed in Além Paraíba, Alfenas, Divinópolis, Inhapim, Mount Zion, Pará de Minas, Patos de Minas, and Varginha Flush systems, and the update of the solution control of operational teams North District, located in the municipality of Belo Horizonte.
Also with respect to operational development, emphasizes the acquisition of equipment and vehicles, including adaptation to some specific operations, for the activities of the Integrated Service System (Sati) operating units, aiming to meet the demands of water connections and sewage and maintenance in general on their networks. In 2013, approximately R$ 5.7 million was invested in tooling, equipment and vehicles for new operating systems and other parts that were already in operation. The Sati of the municipality of Araxá operating unit has ISO 9001:2008, audited by BSI certification that certifies that products and services meet strict quality standards and precise specifications accreditation.
Proper rigging of the units provides fast response to operational demands, impacting on cost reduction, customer satisfaction and the ratification of the quality of services provided. The performance of this operational service in Copasa is accompanied, among other tools, through the monthly assessment of the process indicator Customer Service Request After the Deadline.
In the development of trademarks and patents, a significant event occurred activities in 2013, which was the granting of rights of industrialization of patented articles by bidding processes. Copasa has 18 patents (between patents and utility models), 40 marks eight software and several inventions in process analysis at the National Institute of Industrial Property.
Copasa and its Customers
A good relationship with its customers is a priority for Copasa, which is based on the guarantee of a quality service, coupled with the permanent opening for dialogue.
Service agencies: 737 local Customer Service (care agency, local office and operating unit) available in the state of Minas Gerais.
Customer Service Customer: customer service by phone and virtual environment, providing information and directing their service demands for operational and commercial sectors of the Company. The Center Customer Relations offers some channels for recording customer demands: phone 115, Chat, Contact Us, as well as social networks, blog, SMS and Email Marketing, Which are also used to provide information about intermittency of supply, works and maintenance in networks.
Virtual Agency enables customers to make inquiries and obtain services such as a change of name and address, analysis and simulation calculation accounts associated network of banks and other authorized agents receivables, issuing debt clearance certificate, query historical consumption, bills paid, payment online accounts, change the due date of the bill, execution times of service, reconnection of water, issuance of duplicate accounts and request correction of leaking water and sewage.
Liability for products and services
(GRI PR1)
The design of products and services Copasa aims to ensure that they are suitable for the intended use and present danger to the health and safety of society.
Control of water quality
In order to guarantee the quality of products and services, Copasa maintains a strategic indicator that assesses the compliance standards of potability of water determined by the Ministry of Health on aspects of sampling frequency, water quality and continuity of supply. The laboratory network Copasa has been restructured since 2009, with the renovation of laboratories and the construction of new units, such as the Eastern Regional Laboratory, located in Ipatinga. This network is divided into central, regional and district laboratories, totaling 29 laboratories, and hundreds of local laboratories, which are strategically located in the state of Minas Gerais, covering water treatment plants operated by the company. Laboratories are modern and equipped with the latest generation that are fully functioning equipment, performing more than one million monthly analyzes. The analyzes show that the water provided by Copasa meets the requirements of the internal quality control and Ordinance No. 2.914/2011 of the Ministry of Health
The Quality Management System of Central Laboratory, located in Belo Horizonte, has ISO 9001:2008, audited by SGS Certification Inc. certification. This certification has been renewed every six months since 2000. The Central Laboratory is also accredited by the International Standard ISO / IEC 17025:2005 certificate and CRL 0474, granted by INMETRO. This certificate is the formal expression of the recognition of the technical competence of Copasa to perform tests on water samples and sewage.
On water bills, are reported the main parameters: chlorine, color, fluoride, total coliform, turbidity and Escherichia coli, As established by Ordinance No. 2914 of the Ministry of Health In website Copasa, www.copasa.com.br. Are disclosed information on basic parameters of quality control of each of the locations operated with public service water supply water. Also available is the Water Quality Report, published annually, containing more information about the water quality situations on protection of water sources, description of the types of employees treatment and general information about the location.
(GRI PR3)
At this quality, adds to the direct action of water Copasa in preventing tooth decay, with the addition of fluoride in the treatment process on all systems supply company, always meeting the standards required by Brazilian law.
The details of the account is also available for those with visual impairments clients, provided it is in your best interest.
Quality control of sewage
The laboratory network Copasa is structured to make the control of sewage treatment units, which have increased significantly in recent years. All constructed STPs are equipped with laboratories for control of the daily routine analysis. The analysis that require more complex procedures are performed in regional laboratories.
To assess the quality of sewage, analyzes aimed at the control of treatment processes and verification of efficiency of treatment facilities in compliance with environmental legislation (CONAMA Resolutions No. 357, March 17, 2005 are carried out, and 430, of May 13, 2011, beyond the Normative Resolution Joint Copam / CERH-MG No. 1 of May 5, 2008). For legal compliance, program monitoring of sewage, surface water and groundwater associated with ETE is established according to the criteria of the Technical Note 002/2005 - DIMOG / DISAN, FEAM, allowing the verification of environmental impacts and the effectiveness of control actions taken.
Technical and operational responsibility
Copasa has a metrological laboratory tests concerning hydrometric, coordinated by a different staff, responsible for technology development and management of micro and Macro measurement company. These processes are of paramount importance for the control and management of the meters installed in the park Copasa, as well as for the control of water losses.
This laboratory has specific INMETRO certification as an authorized testing station under the PMG-68 number in accordance with the requirements established by INMETRO No. 066/2000. This certification, issued by INMETRO No. 072/2009, confirms and ensures recognition of ability and competence to perform the metrological activities prescribed for recovery, assembly and inspection of water meters. The laboratory is equipped with modern structure, with the latest equipment and processes for controlling the activities and results of computerized traceability, ensuring the quality and reliability of services according to the required quality standards.
Aiming to expand the activities of the laboratory, ensuring continuous search for improvement of the metrological quality of water meters used by Copasa, is underway with Inmetro, since 2012, another accreditation to new working methods to be applied in hydrometric laboratory ensuring compliance with the requirements defined by the technical regulations in force metrology. Moreover, the system is being implemented quality management in the manner established by the strictest technical and managerial requirements in order to enhance their competence in performing the activities and results in the generation of technically valid and recognized by INMETRO.
In December 2011, on audit, the laboratory hydrometric was recommended for the INMETRO accreditation by ABNT NBR ISO / IEC 17025:2005, demonstrating thereby the standardization and harmonization of services performed at the international level, increasing reliability results issued, as well as confirming and recognizing the technical competence of the laboratory. It has also been accredited by INMETRO, as CRL No. 0563, of August 17, 2012 certificate. In December 2013, the laboratory was again subjected to audit by the INMETRO for revalidation of accreditation granted, the result of which will be released in 2014.
We highlight some actions taken to enhance the technical and operational efficiency of the Company:
Program Quality Improvement of micro-measurement: established in 2004, it is a set of actions for the management of its water meters Copasa. This program includes preventive maintenance of this park, with the replacement of water meters that have low performance measurement of the amount consumed by customers, plus the following segments: replacement of water meters by age; downsizing and modernization of meters; meet the demands of the Program Reducing Water Losses, large consumers (clients considered special, with higher consumption 600 m³ / month), special gauges to surveys, squares and gardens.
Statistics Management System of Park Water meters: placed in the context of the Quality Improvement Program of micro-measurement. Together, these tools enable greater efficiency in the micro-measurement system, allowing financial gain and contributing to the reduction of apparent losses and, consequently, the improvement of the internal indicator ANCR, besides allowing the rational use of water, contributing to the preservation of environment. Since 2008, the system keeps a record 60 months of data to the meter, which allows obtaining performance indicators related to the age of the park, need to resize, results and impacts resulting from the replacement of water meters, and allows inferences about the performance of the meters and possible fraud and violations.
Am + program Copasa: aims to encourage good practice and promote improvements in the categories of Safety, Organization and Urbanization (AM) of the operating units, focusing on the welfare of employees and enhance the image of the company. Annually, the units that have excelled in their zeal for conservation, as assessed by the abovementioned criteria and the result of performance indicators that make up the strategic map are rewarded.
Copasa SOS program: methodology for reporting relevant to the Executive Board for managing crises occurrences, which enables proactive actions to solve occurrences which may affect the image of Copasa.
In addition, the Company maintains continuous improvement of the mechanisms used to meet the standards of vigilance in order to ensure safety in their facilities. To treat the relevant and / or emergency matters, has a contingency plan that addresses technical, operational, environmental, human resources, financial, logistical and social. Any occurrences are analyzed to determine the scope of preventive actions to prevent recurrence.
Customer satisfaction
(GRI PR5)
Dissatisfactions and complaints identified are treated by teams of operations, from the generation of a new order of service at the time of the survey; a deadline for compliance is established. The results of the post-sale survey are consolidated and made available in the computerized trading system, intranet and e-mail, to operational units. Control is achieved by operating districts, through the analysis of specific report, with the possibility to compare the results of the last 13 months by operating unit.
Monitoring of recent transactions with new customers happens through the aftermarket, applied by operational districts of the interior and the Customer Service Customer in Greater Metropolitan Belo Horizonte after the implementation of the new water and sewage connections. The purpose of the survey is to obtain information as to the quality service and the relationship with the employee / service provider, addressing the cleaning aspects of the site, meeting deadlines, use of uniforms by employees, on-site signage, and implementation of restoration and overall evaluation of services.
The satisfaction survey, which occurs at the end of the phone call, in which the client responds to two questions to assess the compliance of their demand and telemarketer, is also performed. In 2013, there was no lawsuit against Copasa for unfair competition, anti-trust and monopoly.
(GRI SO7)
Ombudsman
The Ombudsman acts as a differential communication channel Copasa with society, receiving complaints and complaints that have not been addressed or resolved satisfactorily by conventional service channels (Contact Us, virtual office, phone and 115 service points). Aiming to identify factors that affect the quality of customer service, your staff visit the operational units responsible for the majority of requests received, and from information collected at these visits, interact with other organizational units to try to resolve the problems noted, acting on the continuous improvement of services.
As provided in the Sustainability Report 2012, a survey of satisfaction with the care provided by the Ombudsman, which has been applied on a monthly basis since April 2013, has been developed. Search results, the criticisms and suggestions made by the applicants contribute to the improvement of the work of the Ombudsman. The questionnaire of this survey has three questions: how do you evaluate the time for resolution of the dispute after trigger the Ombudsman, it evaluates the clarity and objectivity of the information contained in the response of the Ombudsman, and the Ombudsman trigger again for solution of your problem. In 2013, the survey was administered to 45% of plaintiffs who sued the Ombudsman to file complaints in the period from March to November. The rate of respondents was 27% of respondents.
(GRI PR5)
When asked to assess the deadline for resolution of the dispute after trigger the Ombudsman and the quality of the response sent, 55% of respondents considered excellent / good and 81% said they would trigger again Ombudsman for solution of their demand. The outlook for 2014 is that 60% of respondents consider the performance of excellent / good Ombudsman.
The Ombudsman is also responsible for receiving requests sent through the Transparency Portal, available at www.copasa.com.br, and meet the legal deadline to reply to the applicant in accordance with the Access to Information Act (Act No. 12.527/2011). Also accompanies the processes involving Copasa opened by the Ombudsman ARSAE-MG and the State Ombudsman.
In 2013, no complaints regarding breaches of customer privacy and losses of customer data were recorded.
(GRI PR8)
Copasa and its suppliers
Copasa seeks to contribute to the development of their supply chain in order to ensure quality services and materials purchased, in addition to observing the practices of socioeconomic and environmental responsibility.
The selection of suppliers is conducted through bidding processes conducted by the Standing Committees of Bid, in accordance with applicable law and with the conditions and criteria under public bidding documents. To ensure the quality of materials purchased from suppliers, the company performs inspections for quality control in order to meet the set of bidding and technical specifications. Through the approval of material suppliers, production processes are verified, the technical capacity and quality systems and environmental protection suppliers. The performance of suppliers of materials and equipment is evaluated by the following criteria: timeliness of delivery and fulfillment of the requirements of the technical specifications.
Copasa does not adopt policy or practice preference to local suppliers, since their signings follow the precepts laid down in Law No. 8.666/1993. However, the company notes in its bidding process compliance of Complementary Law No. 123/2006, which establishes the right of preference to micro and small businesses
(GRI EC6)
They are provided in the Bidding and Purchasing icon website www.copasa.com.br, the information required for the registration of suppliers, being able to track registration status in order to participate in bidding.
The most widely used form of bidding for procurement of materials and services is the electronic trading, which adds greater transparency; better negotiate with suppliers, lower cost and greater flexibility in the conduct of the proceedings. Moreover, Copasa enables monitoring of trading in real time via the Internet, providing access to all information and process steps, a practice that brings transparency, publicity and reliability to the event.
Copasa requires all providers attesting to compliance with labor obligations and submission of statement that does not employ under 18 at night, dangerous or unhealthy, that employs no less than 16 years unless under the apprentices work and in this case, that is from 14 years, and yet, that does not submit its degrading labor and forced labor. These and other documents are checked during the bidding process and the qualification phase of the Commissions Bids and Auctioneers.
(GRI HR1/ GRI HR2)
The Company includes in the bidding documents for procurement of tires a requirement that the provider remove, the same quantity to be supplied, used tires, so they are given the proper disposal and hire specialized companies to collect various materials, uniforms and personal protective equipment and cooperatives to collect recyclables such as paper, plastic pipes, metal pipes, stacks, reactors, materials, and develop contracts for collection of lamps and collecting ambulatory waste, giving them proper disposal.
(GRI EN26)
Copasa not directly hires the 3rd, but performs actions to engage manpower allocated in service contracts in organizational values and principles. In this sense, integration activities are carried out in order to disseminate such matters as: mission and vision of Copasa; PNQS, preventing and combating dengue; Code of Ethics.
Copasa and community
In the review of the strategic planning process, we identified the need for the Company to review its policy of social action; need this treatment will occur in 2014.
In 2013, several actions were taken in order to minimize and address the impacts of interventions arising from the infrastructure inherent to the Company's services and seeking to promote the engagement of communities in understanding and valuation of these services, such as:
Socio Technical Working (TTS): sactions aimed at improving the quality of community life and the sustainability of your business are developed. In 2013, the highlights were the actions taken in the municipalities of Belo Horizonte and Counting, for the TTS program to clean Pampulha Lagoon Basin, developed to minimize impacts, encouraging participative management that promotes the sustainability of the enterprise.
(GRI SO1)
Network of odor perception: exclusive communication channel is available to the community surrounding the WWTP Arrudas inform the perception of odor to the operators of the station. In addition, community meetings for clarifications regarding operational actions to minimize / eliminate bad smells are performed.
Sanitation and social development
In celebration of special events such as the World Water Day and Environment Week, Copasa, through information campaigns and public awareness, intensifies their actions aimed at mobilizing society in favor of the rational use of water and environmental preservation. In 2013, the campaign was created Water. He who loves it cares for it, and this counted with the membership of professional associations, educational institutions, sports clubs, supermarkets and malls in order to strengthen and broaden the dissemination of these actions.
Still in 2013, Copasa supported the World Day of the bathroom, on November 19, the date set by the United Nations (UN) to invite the public to reflect on the importance of sanitation. At that time, an artistic installation gathering 60 toilets for information on the current status of sanitation in Brazil and in the world was presented at Seven Square in the center of the city of Belo Horizonte. The unusual, Copasa seeks to arouse critical consciousness of citizens, calling attention to the importance of sanitation for public health and environmental protection.
To promote citizen access to basic sanitation and the improvement of the health of the state of Minas Gerais population services, the Company maintains the following initiatives:
(GRI EC8)
Sponsorship: philanthropic entities registered in action Account with us can benefit from the service of collecting monthly contributions from individuals and corporations through the accounts of water / sewage Copasa people. The amounts collected are for the payment of services rendered by the Company to the entities. If there is surplus collected is credited to the current accounts of institutions. In December 2013, the program contained 476 registered institutions.
Water in Schools: conducted in partnership with the State Department of Education and SEDRU, with funds from the state government in the amount of R $ 16.9 million, aims at the construction, expansion and improvement of water supply systems in 414 state schools, and analysis and monitoring the quality of water provided by public water supply systems in 3,555 state schools. Over two million and 500 thousand students have benefited from the initiative. In 2013, 105 works by deploying simplified water supply systems and 102 social technical visits to schools with works in progress, to pass on information about water treatment issues and health education were conducted.
Rural Sanitation: Copasa participates in the actions of the Government of the State of Minas Gerais in meeting the small disadvantaged localities of health infrastructure, implementing various social programs in municipal towns, rural communities and state schools conducted through agreements and / or contracts. These programs aim to improve the quality of life and health of populations where Copasa not holds the concession for the provision of services through the implementation of water supply, sewage and solid waste treatment systems simplified.
National Program for Water Resources Development (National Proágua): developed in partnership with the Minas Institute of Water Management, with the technical support of Copasa, with investment from the federal and state governments in the amount of R $ 29.4 million, aims to ensure the improvement and implementation of the supply of good quality water to the northern region of the state of Minas Gerais, promoting their rational use. In 2013, met at the stage of completion of the water supply systems of municipal seats Januaria, Frangipani, Mato Verde and Rio Pardo de Minas and 62 municipal centers linked to these locations.
Acceleration Program (PAC) Sanitation and Solid Waste I II – Sedru / Ministry of Cities / CEF / Copasa: the purpose of the covenants, with a value of £ 7 million, is the development of design studies, field services, basic designs, executive projects, environmental licensing and institutional support for integrated units consortium locations. Eight poles (Good Order, Divinópolis, Ant, Fruity, Itajubá Januária, Montes Claros and Teófilo Otoni) - 128 municipalities. In 2013, the reprogramming of such covenants was performed, as well as the study design bidding consortium Januaria.
National Program for Universal Access and Use of Water (Water for All): worth approximately £ 84 million, this is an agreement signed between the government, through the Ministry of National Integration, and the Secretary of State for Development of the Jequitinhonha and Mucuri and northern Minas Gerais (Sedvan), with intervention of the state of Minas Gerais, represented by the State Government (SEGOV) and Copasa as executing actor. Said agreement has aimed to deployment, retrieval and / or extension of collective systems of water supply in the state of Minas Gerais, under the Water for All Program. The area covered by the program shall consist of the 85 municipalities that make up the Minas semiarid. In 2013, nine lots were bid for work, one for monitoring and one for social work. Work orders were issued from September 2013 and the drilling of deep wells was initiated.
Solidariedágua program: collects voluntary contributions from customers Copasa directly in water / sewage bills for settlement of overdue debts of charity hospitals with the Company.
Valley Water Program: encourages residents of clusters of Belo Horizonte to exchange aluminum cans and PET bottles for discounts on the water bill, having as objectives: benefit low-income clients; create environmental awareness of recycling, and reduce the volume of waste released into the environment. In 2013, received 4290 kg of aluminum cans and 51,810 kg of PET bottles.
Subsidy to charities: Copasa can allocate up to 0.6% of their monthly income to the grant award program, which was adequate to action Count on us held in conjunction with the State Department of Social Services and the Voluntary Social Services. In 2013, 795 charities have benefited from discounted rates for water and sewage up to the limit of the contracted demand. For entities registered in action Count on us the grant is a 25% discount on room rates. For charitable hospitals linked to Solidariedágua Program, the discount is 50%.
Social tariff: as Normative Resolution No. 020/2012 of ARSAE-MG, which established the criteria for entitlement to social tariff, the client must belong to a family enrolled in the Single Registry for Social Programs of the Federal Government, with income per capita monthly or less half the national minimum wage. In 2013, 630,188 households (average / month) benefited from the social tariff to water and 316,215 households (average / month), with sewage.
(GRI EC9)
To support victims of tragedies were sent in December 2013, 114,000 glasses of bottled water for the State Secretariat of Civil Defense of Minas Gerais. This year, this support has met the majority of the population of the city of Governador Valadares, in the state of Minas Gerais, which suffered from heavy rains.
In partnership with Specialized Police in Locating Missing Persons, Copasa discloses, on the back of water bills and sewage, distributed throughout the state of Minas Gerais, photos of missing persons.
Promoting citizenship
Program TRUST IN 6%: enables employees Copasa allocate part of your income tax due to the Fund for Children and Adolescents, which is one of the fundamental means for the viability of care policies for infant juvenile population recommended by the Child and Adolescent. In the campaign of 2013, 913 employees joined the program and donations totaled R$ 755,543, for the following counties: Alfenas, Almenara, Alvinópolis, Andradas, Araçuaí, Belo Horizonte, Betim, Bom Despacho, Cambuquira, Caratinga, Contagem, Corinto, Coronel Fabriciano, Cristais, Crucilândia, Curvelo, Diamantina, Divinópolis, Frutal, Ipatinga, Itajubá, Jaboticatubas, Janaúba, Januária, Jordânia, Lavras, Leopoldina, Liberdade, Matozinhos, Montes Claros, Palma, Patos de Minas, Resende Costa, Ribeirão das Neves, Sabará, Salinas, Santa Luzia, Santos Dumont, São Domingos do Prata, São Francisco, São Sebastião do Paraíso, Teófilo Otoni, Três Corações, Ubá and Varginha.
The performance of the program in the last three years is shown below:
Program Integration and Social Contribution Beyond the Walls: developed to integrate Copasa communities, contributing to improving the quality of life of the surrounding unit Copasa population located near the villages Pedreira Prado Lopes and Lord of the Steps in the municipality of Belo Horizonte. Among the main activities, the highlight is the Coral Infant Drops Song Contest, singing group composed of about 50 children, ages 6 to 11 years.
Fica vivo Program!: created by the Government of the State of Minas Gerais, aims to intervene in social reality before the crime happens, decreasing homicide rates and improving the quality of life. Therefore, it is done monitoring and specialized cultural, sporting, leisure and vocational workshops for youth 12-24 years are offered at social risk and residents in areas that concentrate high indicators of homicide. Copasa is a partner in this initiative, through an agreement signed with the State Department of Social Protection and the Senai, having, in 2013, hired 19 young people as apprentices, who were nominated by the secretariat.
Volunteering: Copasa employees, with the support of the company, organize and perform various volunteer activities such as collection of various products and collecting recyclable materials for donation to needy families and charitable institutions campaigns, celebrations of Children's Day, Christmas etc.
Relating to art and educating
Concert at the Foot of Hose: again, Copasa opened the doors of its headquarters to the surrounding community, offering a Christmas concert, which also featured the presence of their employees.
Storytellers: objective transmitting ethical values of citizenship and encourage discussion of positive attitudes towards environmental preservation through moments of entertainment, approximation and integration, promoting the art of telling "tales and stories." In 2013, seven presentations were made highlighting the awards ceremony Chuá Program and Nature Day celebration, benefiting an approximate audience of six thousand people.
Coral Copasa: created 32 years ago, consists of 34 employees and their families. In 2013, the choir performed 15 performances, benefiting an approximate audience of ten thousand people, highlighting the Concert Party 50 Copasa and presentation at the International Choir Festival. In the Christmas festivities, performed their traditional presentations: 5th Concert on the Feet of Hose and Christmas Cantata Copasa held at Freedom Square, tourist spot in Belo Horizonte.
Meet Joe Black: with the purpose of stimulating the integration among employees, musicians and singers gives employees the opportunity to show their talents colleagues. In 2013, eight meetings, sanctioned by approximately 100 people in each of the edits were made.
Copasa Art Gallery: installed in the lobby of the headquarters of Copasa, it is a space designed to promote visual and plastic arts, with a regular program of exhibitions, which are defined by public competition. In 2013, six exhibitions, visited by some four thousand people were held.
Gallery Homeland Copasa: installed at headquarters, promotes artistic expression employees. In 2013, a collective of artwork developed by the Program Development and Enhancement Team, whose goal is to mobilize human potential for the identification and resolution of problems through the development and enhancement of the teams involved and the stimulus was presented and supported the initiative and innovation.
Theatre Group Copasa: ccomposed of employees, objective value internal talent and use playful language of theater to disseminate strategic issues for the company and its stakeholders, enabling the understanding and assimilation on all levels of employees. The group developed 25 pieces and various sketches, and, in 2013, completed 20 years of existence. This year, the highlights were the following presentations: The trap, which deals with family financial planning and Start again, which is part of the Preparation for Retirement Program.
Encouraging actions for social development
Copasa sponsors, by Laws Incentive Culture and Sports, projects that promote culture and entertainment and encourages the practice of sports such as:
Popularization Campaign of Theatre and Dance: event that happens every year in January and February. The campaign aims to present and promote the artists and to facilitate access to the arts, with reduced ticket prices. In 2013, it had 154 parts, Minas municipalities of Belo Horizonte, Ipatinga and Araxá, with a total audience of approximately 350 thousand people;
Entertainment Multidisciplinary values of Minas Gerais: the project was part of the Values Program of Minas Gerais, in the 9th and for the termination of its activities, presented a spectacle that brought together 500 young people on the scene. In 2013, the show presented Tailrank, Redeeming themes in the history of Minas in the state of Minas Gerais, as vissungos, an African language sung, the Bantu culture;
Palace of Arts - 2013 Season Operas: one of the largest centers of artistic and cultural activities in the state of Minas Gerais, the Palace of Arts is host to grand spectacles, configuring itself as an important cultural complex. The Clovis Salgado Foundation, which administers under management, has four major artistic bodies of recognized speech: the Symphony Orchestra of Minas Gerais, the Dance Company of the Palace of Arts, Coral Lyric of Minas Gerais and the Children's Choir. In 2013, integrating Season Operas three world titles were produced operatic repertoire: Madame Butterfly, Trovatori II of Tristan and Isolde and Verdi;
Count Youth Orchestra: founded 14 years ago, is aimed at promoting human development through access to art, culture and education project, in order to enable the promotion of citizenship and social inclusion of children, adolescents and young people in vulnerable situations in Municipality of Belo Horizonte and Count (Pedreira Prado Lopes and Taquaril). The work involves conducting courses and workshops on musical education in which students have the opportunity to learn and develop artistic skills and, at the same time, prepare for a more structured and secure social relationship;
Departure Point - Where in Theaters: group theater with 31 years of activity, founded in the city of Batley, with 20 professionals on permanent basis. Created and systematized methods and production processes in the Brazilian drama that sustain its 31 mounted spectacles. In 2013, 24 presentations were made;
Performing Arts Award of Minas Gerais (Minas Scene): developed by the Ministry of Culture of Minas Gerais, in partnership with Sergio Magnani Cultural Institute, aims to encourage and strengthen the scenic productions in the state. In its latest edition, the prize included 45 projects, divided into three categories: maintenance of scenic areas, scenic spectacles and movement of equipment and materials;
Athletes Training and Development Through the Integration of Sports Sciences: aims to promote the improvement of young athletes and adults from Minas Tennis Club and the state and national sports community, between 6 and 35 years old, with physical qualities and technical skills appropriate to the development of high performance sport, in terms of basketball and football Male hall, artistic gymnastics, trampoline, judo, tennis, swimming and men's and women's volleyball;
Core Training for Athletes Basketball: Mackenzie Sports Club aims to provide children and teens, mostly from public schools, excellent conditions for developing their sports skills with proven yield for sport expertise.
Support events
Concerts in the Park: initiative of Clovis Salgado Foundation - Palace of Arts, where concerts are held in public Renné Gianetti Municipal Park, with performances of Symphony Orchestra and the Choir Lyricist of Minas Gerais, having become a cultural tradition in the city of Belo Horizonte. Each concert has an approximate audience of four thousand people. Participation Copasa is with the distribution of treated water to the audience.
Cooperatives and Art in the Parks: promoted by the Syndicate System and Organization of Cooperatives of the State of Minas Gerais, this project seeks to integrate and enhance the cooperative philosophy through culture and leisure, with artistic performances in parks. The estimated audience was two thousand people per event, for which Copasa treated water supplied through packaged cups and Pipinha.
Natura Music Festival: it is a meeting with Brazilian popular music, presenting 21 artists of different styles and rhythms in two simultaneous stages. Copasa distribute treated water to an estimated audience of 50,000 people.
Copasa does not perform any financial or in-kind contributions to political parties, politicians and related institutions.
(GRI SO6)
Annual social report
