Working at CA

Sustainability Report

Related Videos


Attracting and retaining talent

Our Leadership Development Program

Committed to equality and pay parity

Comprehensive employee benefits

Every day at CA is an opportunity to help shape tomorrow and to create a career path that will take employees wherever their talent leads. CA offers an innovative and mentally stimulating environment that allows employees to balance their work and personal lives in a diverse culture where ideas are openly shared and respected. Our culture is fast-paced. Our teams are diverse. Our approach is collaborative. And we’ve been widely recognized as one of the best employers in the industry by respected third-parties.

To best meet our business and cultural goals, our HR organization has adopted a centralized structure that includes a Talent Development Center of Expertise. A centralized structure enables the consistent and standard delivery of corporate learning solutions, with the flexibility to localize content to accommodate regional goals and local customs, allowing the solutions to be relevant for all employees. Regional Talent Development Leads and local HR Business Partners support the execution of the programs.

Talent Development

Talent is crucial to being Built to Change. We’re proud to report that CA Technologies was named an Association for Talent Development Best Company for Talent Development in 2016. Our Talent Development strategy focuses on enabling CA Technologies to attract, develop and retain talent for organizational sustainability and scalability. Through an integrated approach to managing talent, building capabilities, and motivating and retaining skilled employees, we aim to strengthen our position in the market as an employer of choice. In direct alignment with CA’s business strategies, the Global Talent Development team drives and supports the company’s performance-based culture, and seeks to build an inspired workforce to serve our customers and deliver great products.

In 2016, we introduced a new Talent Development resource called CA Spark, a coaching program grounded in neuroscience and focused on a growth mind-set. CA Spark builds the coaching capability of managers and peers through a six-week development experience that helps employees learn from one another. Developing strong coaches who ask questions that spark creativity, drive innovation, and tap into our employees’ full potential helps create an engaging workplace culture and positive business outcomes.

Our culture is fast-paced. Our teams are diverse. Our approach is collaborative. And we’ve been widely recognized as one of the best employers in the industry by respected third-parties.

Leadership Development Program

CA employees are thinkers, makers and disrupters who help us develop amazing products. We’ve developed our Leadership Development Program (LDP) for them, to ensure a pipeline of highly capable leaders at all levels of our company. Target participants include mid-level managers and individual contributors who want to enhance their leadership capabilities and build skills for the future. Participants increase their self-awareness, reflect on and challenge their current ways of thinking, experience new ways of working that can optimize their chances of success, and learn from both senior leaders and others within the program.

Participants engage in learning opportunities to help them make business decisions regarding strategy and key performance indicators, and to practice leadership skills in decision-making, collaboration and risk-taking. The program consists of two three-day, in-person sessions, augmented by live facilitated webcasts, readings, team and individual assignments, and a business simulation. We launched a mobile app in 2015 to organize content and engage learners. Adoption has reached 98 percent and continues to climb.

While employee engagement scores for the company as a whole and for LDP graduates are consistent, our Employee Opinion Survey indicates that LDP participants and alumni score higher in management and leadership effectiveness, culture, and talent management year over year. LDP participants and alumni also score higher in job satisfaction and engagement, and respond more favorably to development and growth opportunities, and resources and support, compared with employees who have not participated in the program.

of participants indicated the program met or exceeded expectations

 of participants felt the program was a worthwhile investment in their career development (industry average 72 percent)

of participants indicated they can directly apply what they learned to their leadership journey

Manager engagement for LDP participants increased by 15 percent during 2015, with 61 percent of the participants indicating they met with their manager to set expectations for this learning prior to attending this program. In addition, 76 percent indicated they will discuss with their manager how they will apply the learning in their roles.

Leaders at all Levels

Our award-winning Leaders at all Levels (LaaL) program and website provide employees with resources to develop key skills centered around our Mission and DNA. The program provides access to external and internal thought leadership and learning opportunities designed to increase the skill and engagement of leaders at all levels.

Average Hours of Training

We offer several training platforms for our employees—from our contract workers to executive management—to develop expertise and skills essential for our long-term success. Our ability to manage evolving IT ecosystems and create innovative solutions for customers depends on our employees. As such, we place a strong emphasis on our commitment to provide employees with a supportive workplace and a variety of professional development programs. Across all employee levels, employees engaged in an average of 24.9 training hours through our corporate training programs in 2016.

Because it is challenging to deliver compliance training in an interesting, relevant and useful way, we developed a story-driven approach featuring a character named Griffin Peabody. Griffin delivers key compliance training lessons in short, humorous videos. Stories are an effective medium because people tend to remember stories more than they do facts and data—and because Griffin brings the subject of compliance to life as only Griffin can. We’re honored that our compliance videos have been recognized by compliance training publications, but we’re even more pleased that they are proving to be an effective way to provide training on this essential topic.

 

Compensation

We provide employees with a compensation program that is market-focused, well-balanced and performance-based—with incentives to deliver appropriately on both annual and long-term objectives.

Our compensation program aims to:

  • Align compensation with our business strategy and make it performance-based;
  • Establish and maintain pay levels based on proper and equitable evaluation of jobs, work performance and compensation paid within the marketplace;
  • Attract and retain talented employees whose effort and judgment are vital to the continued success of our company; and
  • Achieve a balance between global consistency and local flexibility.

At CA, we are and have been committed to equality and pay parity. We continually seek opportunities to feed our forward momentum, and are particularly proud of our most recent proactive step. In late 2016, the Commonwealth of Massachusetts passed “equal pay for equal work” legislation that will bar employers in the state from asking job applicants about their previous salary levels. The law, which is intended to eliminate gender bias in pay, goes into effect in July 2018. In early 2017, we voluntarily adopted the precepts of the legislation and implemented a policy across the U.S., Canada and Latin America that prohibits discussion of previous salary levels during the application or hiring process. This simple and important shift will allow us to focus on the areas that matter most in determining a compensation package—knowledge, skills and abilities—rather than any previous pay disparities.

Pet Benefits

Employees may take up to three fully paid days off for parent-pet bonding time when they adopt a new pet—as well as up to three fully paid days off to help grieve and deal with the loss of a pet. Employees who adopt a new pet also receive a CA-branded “new pet bundle” to welcome their newest addition to the CA family.  Perhaps not surprisingly, employees have responded very positively to this program.

Pet Benefits

Employees may take up to three fully paid days off for parent-pet bonding time when they adopt a new pet—as well as up to three fully paid days off to help grieve and deal with the loss of a pet. Employees who adopt a new pet also receive a CA-branded “new pet bundle” to welcome their newest addition to the CA family.  Perhaps not surprisingly, employees have responded very positively to this program.

Enhanced Leave Policy

We continually look for ways to enhance our flexible-work environment and office culture. For example, we have implemented a Phase Back to Work process for the Maternity, Paternity and Adoption portions of our Family and Medical Leave (FML) policy that enables employees to return to work gradually over a two-week period. Employees may work 50 percent of their normal work schedule for the first week (5 business days) and 75 percent for the second week. During the phase-back period, employees receive 100 percent of their regular base salary and return to full active status on their return-to-work date.

Enhanced Leave Policy

We continually look for ways to enhance our flexible-work environment and office culture. For example, we have implemented a Phase Back to Work process for the Maternity, Paternity and Adoption portions of our Family and Medical Leave (FML) policy that enables employees to return to work gradually over a two-week period. Employees may work 50 percent of their normal work schedule for the first week (5 business days) and 75 percent for the second week. During the phase-back period, employees receive 100 percent of their regular base salary and return to full active status on their return-to-work date.

Balance Your Life

Our Balance Your Life health and wellness program is offered in partnership with CareAllies, a leading health solutions company, and available to eligible employees, spouses and domestic partners. Our goal is to help participants better manage their health for a more balanced life at work, at home and at play. Balance Your Life includes:

  • A health assessment to help identify an individual's health risks;
  • Support for healthier eating and weight management;
  • Health advisors who work one-on-one to address participants’ health questions and concerns;
  • Support for managing and lowering stress;
  • Support for quitting tobacco use; and
  • Support for managing chronic health conditions.

We continue to add new wellness amenities—such as fitness centers and free exercise classes—to a growing number of CA Technologies locations.

Balance Your Life

Our Balance Your Life health and wellness program is offered in partnership with CareAllies, a leading health solutions company, and available to eligible employees, spouses and domestic partners. Our goal is to help participants better manage their health for a more balanced life at work, at home and at play. Balance Your Life includes:

  • A health assessment to help identify an individual's health risks;
  • Support for healthier eating and weight management;
  • Health advisors who work one-on-one to address participants’ health questions and concerns;
  • Support for managing and lowering stress;
  • Support for quitting tobacco use; and
  • Support for managing chronic health conditions.

We continue to add new wellness amenities—such as fitness centers and free exercise classes—to a growing number of CA Technologies locations.

CA Montessori Children’s Center

 

For more than 20 years, we have offered our employees professional childcare and early education through on-site CA Montessori Children’s Centers. We now have eight Montessori Children’s Centers around the world for children from 6 weeks to 6 years of age. We chose the Montessori philosophy because of its focus on the whole child and its emphasis on exploration, practical life experiences, individualism, a sense of independence and the child’s control of his or her environment.

 

 

CA Montessori Children’s Center

 

For more than 20 years, we have offered our employees professional childcare and early education through on-site CA Montessori Children’s Centers. We now have eight Montessori Children’s Centers around the world for children from 6 weeks to 6 years of age. We chose the Montessori philosophy because of its focus on the whole child and its emphasis on exploration, practical life experiences, individualism, a sense of independence and the child’s control of his or her environment.

 

 

#LifeAtCA

If you’d like to get a glimpse of what daily life at CA is like, just visit our Instagram feed, #lifeatca. Over the years, it has provided an inside look at everything from pets decked out in CA gear to our Adopt-A-Highway sign in Florida. But life at CA is much more than a hashtag—it’s about creating a more efficient, competitive and sustainable workforce by supporting both the professional and personal goals of our employees. This is reflected in programs such as our new pet benefits, Montessori Program, and comprehensive wellness support for employees and their families.

Check out #LifeAtCA on Instagram

Global Job Architecture

We have strategically aligned our job structures, job descriptions and job titles worldwide to:

  • Address employee survey feedback regarding existing CA Technologies job structures and to increase clarity, transparency and fairness in individual career planning;
  • Increase flexibility, productivity and accountability at CA Technologies through role clarity and definition;
  • Align CA Technologies roles and positions with well-established industry and marketplace standards; and
  • Provide more direct and evident comparisons of internal jobs to external salary and compensation standards and benchmarks to increase fairness and objectivity.

We also have established decision-making steps to govern and sustain this Global Job Architecture, a governance process designed to provide a consistent, structured, fair and transparent method for any alterations to the architecture.