About TAQA

This is at the core of the Intelligent Health message. TAQA have worked hard to promote the benefits of regular exercise through various channels including, sponsorship and participation in sporting events, Walk for Diabetes and the Corporate Decathlon.  2013 has seen development of a new Intelligent Health intranet to help promote networks to encourage activities and exercise of all types within the business. A recent highlight has been the establishment of a TAQA sponsored Mountaineering and Walking club.

The TAQA car share programme allows personnel based onshore to share journeys with colleagues who have similar routes to work. TAQA also shares commuter transport with neighbouring companies in the industrial estate at Westhill in order to limit the number of buses needed for the same route. Waste segregation bins and VegWare products are in place to further minimise their impact on the environment and be more sustainable.  TAQA recycles waste wherever possible and has waste segregation bins throughout the offices for plastic, cans and compostable waste. VegWare is also used in TAQA’s café’s to reduce the amount of waste that is sent to landfill. VegWare is disposable food packaging and all TAQA café catering products are made from this recyclable, starch-based material which takes 4 to 6 weeks to become compost.

They are proud to be a values-based organisation, and their values are clearly articulated in the TAQA Way. These values are their cornerstone, and as such, their employees performance is assessed and rewarded in relation to them. Each and every one of their people upholds the values on a daily basis. They expect that each one will therefore contribute to their corporate goals, and they asses this through the annual performance management process. They reward their employees through the annual bonus award, and also through their unique retention plan, which is performance-related. What makes this different from other employers reward strategies, is that they aim to put the award in place for the employee immediately, in the year of joining. They want to retain and motivate the best performing people from day one and that’s clear because there’s no industry-standard minimum one year delay in payment of their retention award.