Sunningdale Tech is committed to corporate social responsibility and sustainable long-term growth through the following:
- Seeking new technologies & methods to conserve energy, minimise resource consumption and reduce waste generation to maintain environmentally friendly manufacturing and supply chain processes.
- Endorsing an integrated human capital strategy which promotes fair employment practices and a safe working environment while fostering strong teamwork and employee development.
- Upholding the highest standards of corporate governance and transparency with an effective risk management system to safeguard our stakeholders’ interests.
- Supporting local communities by making meaningful contributions through either active participation or sponsorship.
Our financial and operational objectives are aligned towards constantly improving upon our sustainability performance through regular monitoring and effective reporting channels.This policy will be communicated to our stakeholders, i.e. shareholders, business partners, suppliers, customers and our employees. It will also be made available to the public.
Sunningdale’s policy is to provide fair and equal employment opportunity to all employees and applicants for employment on the basis of merit, efficiency and fitness, regardless of age, race, gender, religion, or marital status.
It is the view of the Group that people are the most valuable asset and as such be treated with respect and dignity. The Group provides a work environment where there is no harsh and inhumane treatment. By all accounts, all employees are treated fairly. The Group ensures that our work environment is free from unlawful discrimination, hostility, intimidation and harassment.
As one of the pillars for excellence, Sunningdale fosters strong teamwork and co-operation spirit among workers and departments in the organisation. It is with this strong belief that actions and decisions are often carried out cooperatively and collectively. Staff work well together and are supportive of one another. This has resulted in encouraging more effective solutions and achieving better results in many areas which contribute to the growth of the organisation in terms of business opportunities and maximizing our capabilities.
Sunningdale is committed to developing and providing employees with equal opportunities for training in a variety of ways based on their strengths and needs. On-the-job trainings are provided to allow employees to learn and improve their knowledge and skills and gain experience to handle their daily tasks more effectively. The line managers and supervisors are responsible for the development of their team members through on-the-job training. This, as well as, job rotations, is also provided to fresh graduates from polytechnics and universities. Coached and mentored under the guidance of the experienced employees in the same department, these fresh graduates acquire both general skills and the specific skills that are unique to their jobs in a more systematic manner, thus giving them the benefits of experience required for the job.
External courses are arranged for employees to further enhance their knowledge in their respective functions. To tap on the grants offered by the government, the Group has sponsored Toolroom machinists to attend the Diploma in Precision Engineering Course jointly organized by the Polytechnics and EDB, SPRING Singapore and WDA to further upgrade their knowledge and skills. All these support the Group’s drives towards higher productivity and technical capabilities.
The Group also offers a variety of other training courses for management and professional development. Development opportunities include professional courses and certification courses that help the management and professional to stay relevant in their respective fields / functions.
Overseas attachment programmes develop the employees’ leadership capabilities and build a global mindset with the capacity to appreciate and leverage the trend and business practices in different parts of the globe. Employees’ career aspirations are met which enable us to retain talents who have the necessary skills and capabilities to propel the Group forward.
Compensations and benefits and all aspects of employment are administered in a fair and objective manner based on employees’ abilities, performance and contributions. Adopting a performance-based compensation scheme, employees are appraised annually on a number of competencies. This performance-based system rewards individuals according to their performance and contribution which contribute to the effective management of the individuals and the teams, thus helping the Group towards achieving its goals. Promotion is also linked to the results of the performance appraisal that opens career advancement opportunities to staff as a form of motivation and talent retention.
Quarterly parties such as the Durian Party, Food Fair and festive celebrations are organised every year. These activities are held in the premises of the Group so that all employees from all departments could take part in. Well-received by employees, these activities promote greater interaction amongst employees and better understanding of one another. These occasions go a long way to boost the morale of the staff. They help create a healthy and harmonious work environment.
Sunningdale has in place a Code of Business Ethics and Conduct which provides guidelines to manage business ethics and prevent conflict of interests. This provides assurance that our business is conducted in a legal, ethical and fair manner and to maintain confidence from the public in the integrity of the Group and its staff. The Code is publicised in the shared folders within the Group for employees’ reference and compliance. All new employees are required to complete a declaration of interests form upon joining the Group and annual declarations are also conducted to reinforce the Code and provide an avenue for the updating of any relationships that could potentially develop in a conflict of interests.
The Group’s Whistle Blowing Policy provides an avenue to employees to raise concerns and offer reassurances that they are protected from reprisals or victimization for whistle-blowing in good faith. To ensure the programme is administered impartially, a Whistle-Blowing Committee (WBC) has been formed under the oversight of the Audit Committee (AC). The WBC consists of the CEO, CFO, HR Director and the Internal Audit Manager and is empowered to look into all issues / concerns relating to the Group. The AC which consists of independent directors of the Board looks into reports and recommendations from the WBC, as well as issues/ concerns relating specifically to or concerning any member of the WBC.
Sunningdale is committed to surpass Customer and relevant stakeholders’ expectation towards Environment, Health & Safety (EHS) through an integrated Quality, Environmental, Health and Safety management systems.
The group currently has a variety of programs to improve EHS awareness on preventing pollution and mitigating occupational risks through:-
- Maintaining an ISO14001 certification in all the operating sites. Today 7/10 sites are certified.
- Establishing measurement & monitoring list to track emission & discharge limit,
working environment condition and permit/license validity to ensure compliance to legal requirement.
- Promoting EHS awareness to our employees through induction training for new employees and regular EHS promotional programs.
- Creating EHS awareness with our suppliers. A Vendor survey form which require Supplier to acknowledge their compliance to EHS regulatory requirement and declaration of restricted substances and areas of non-compliance.
Following objectives & targets have set for regular review of the effectiveness of the EHS management system
|Accidents & Incident Rate, near-miss & non-compliances||Reduction by 50% from previous year||
|Energy conservation program||Reduce consumption through improving operating efficiency.||
|Waste management program||• Eliminate improper segregation & disposal of waste.|
• Reduce waste by reducing scrap, reuse & recycling program.
|Chemical management program||Eliminate chemical spillage resulting in pollution||
To ensure the Group continues to be relevant as a partner to our customers, management deploys significant resources to engage customers, suppliers and research institutions to develop technology roadmaps to meet future requirements. These include early supplier involvement with customers where our engineers are deployed at customers design centers to help in the design of their products with consideration of manufacturability.
Sunningdale also work closely with suppliers to modify their products or machines to be able to achieve customer expectations. Sunningdale is closely involved with SimTech (Singapore Institute of Manufacturing Technology), on development of new technology such as new polymer material, inspection methods and printing technologies. Our technical teams are also involved in consortiums organized by SimTech which has participation from industry players including customers and suppliers.
Sunningdale is also present in most of the important plastic trade shows to ensure customers are aware of our presence, capabilities and to understand and keep up to date on latest technology updates. Representatives at these shows include the business directors, key technical staff and GMs.
To ensure the long term interest of the Group, management’s key priority is to always remain profitable and competitive. Top management conducts monthly business and operation reviews. Support organizations are structured to ensure information is fed to GMs early to help GMs address potential problematic areas
The Group is also committed to meet all quality standards and are certified in ISO9001:2000 in all the plants. Where automotive and healthcare products are produced, they are all certified with TS 16949 and ISO13485 respectively.
The Group has implemented a document security and sharing system called sharepoint. This will ensure all control documents are kept under secure access and version controls. It is scalable to expand to all sites ensuring consistency in execution of procedures. There are also standards that are in place to ensure consistency in operational activities such as Workmanship Standards (WMS) and Lesson Learnt Processes (LLP) by business segments.