Hundreds of our employees get a running start at the gym, with our subsidized gym membership. We believe that when our employees are healthy, they enjoy their lives more and do their best work. McKesson is in the business of better health. We are committed to creating a healthcare system that leads to lower costs, higher quality and better health for all.

Our commitment to health starts with our workforce. Investment in the health of our workforce enables McKesson to lower healthcare costs while supporting associates and their families. Through strong leadership dedicated to creating a rich culture of health, and a comprehensive health promotion program, McKesson promotes the physical, mental and social well-being of our associates and their families. Beginning with a basic program offering assessments and screenings to help associates understand their health risks, our health promotion program has evolved to include a range of outcomes-based activities.

These activities aim to improve employee health across the company, with an incentive structure that rewards employees for healthy behaviors. McKesson promotes the physical, mental and social well-being of our associates and their families. Recognizing the success of our U.

Everett Koop National Health Award in The Koop Award is the most prestigious award for health improvement programs, requiring strong documentation of both health improvement and cost savings.

Vitality Program Every step McKesson associates take toward their own health contributes to a better company, better customer health and better healthcare for all.

Vitality rewards employees and their families for making better health a priority. Vitality Points Status is based on points. Associates enrolled in a McKesson medical plan can earn savings on their monthly medical premiums based on their Vitality Points Status. Health and Wellness in Canada Like its sister program in the U. Using a holistic and integrated approach, our program focuses on physical, mental and financial health. The program is built on four tenets: One way we measure the ongoing success of our offerings is through surveys.

Whatever their title or role, each employee is a catalyst in a chain of events that helps improve the healthcare of millions all over the globe. That is why we believe it is important to recognize and reward strong individual and team contributions that help drive innovation and solutions that promote better health for all. We believe that our Total Rewards package helps to attract, retain and motivate a high-performance workforce, gives employees the opportunity to share in ownership of the company, and remains flexible enough to meet the different needs of our diverse population.

Preparing for Retirement In addition to providing meaningful employment, McKesson provides associates with the means to save for retirement through an array of options that can contribute to a more secure financial future.

As a result, employees can take a thoughtful approach to planning for their retirement needs. Financial Benefits for Employees in the U. Employee contributions are automatically deducted from their paychecks and may be made on a pre-tax basis, an after-tax Roth k basis, or a combination of both. The plan also provides a wide range of investment options, making it easy to develop a well-diversified investment portfolio. To help employees stay on track with their individual retirement goals, McKesson offers a number of online tools and resources to help plan and save more for retirement.

The Employee Stock Purchase Plan ESPP is another benefit program that enables employees to share in the potential future success of the company. The ESPP offers employees the opportunity to purchase shares of McKesson stock at a discount.

Financial Benefits for Employees in Canada McKesson Canada offers its employees several options to facilitate retirement planning and contribute to a more secure financial future. At the heart of McKesson are the people who commit to improving the healthcare system. Creating employment opportunities is one of the ways we contribute most substantially to the communities where we do business. For the period covered in this report April 1, through March 31, , we hired more than 7, new employees in the U.

As we emphasize to all new associates, transforming the healthcare system starts with each of us. We invest heavily in employee growth and development.

We do our best to help employees grow and learn through rewarding job assignments and one-on-one development with their managers.

Performance Management Our performance management process serves as a structure to aid employee-supervisor collaboration and ensures high rewards for strong performance. Continuing Learning McKesson complements our performance management process with learning opportunities offered by the McKesson Center for Learning MCL , an internal training and development group.

In a typical year, the MCL offers approximately instructor-led classes. Employees are encouraged to use this rich resource to keep their skills current, expand their own knowledge and prepare themselves for the next step in their careers. In FY16, McKesson employees in the U. Starting in FY17, McKesson Canada employees will use the same training platform as their U. Our educational assistance program provides financial assistance to employees who want to enhance their competencies and internal career growth by taking advantage of external continuing education opportunities.

A similar educational assistance program is available in Canada. Jana van der Paardt started college straight out of high school, but then life intervened.

In the next few years, Jana changed direction, got a full-time job at McKesson and became a mother. For many people, that adds up to a full plate. Her team provides care centers with a wide range of medical supplies. They also work on behalf of the residents, many of whom are elderly people on fixed incomes, to bill Medicare for their health needs.

They understood my life is busy. Jana took two classes per term. Each term is ten weeks, then she enjoyed one week off before starting another. Everything is online so she never had to leave her home computer.

One night per week, Jana attended two online seminars. Her teachers taught the classes in real time and students participated by typing questions in a chat room structure.

Because of the nature of her job, every now and then Jana was detained at work or had other obligations and missed her 6 p. Kaplan University even has a portfolio program that allows you to earn credits for work, life or previous educational experience. What About the Time?

At first, going back to school on top of work and family could seem overwhelming, Jana admits. Sometimes I did an assignment on my lunch break.

When you need that extra push, she says, simply remember your goal. At McKesson, we place the utmost importance on safety and security for employees and customers alike. Our employees and management ensure our work environments are safe and the products we deliver to our customers are secure.

Since McKesson is a leading distributor of pharmaceuticals in the U. We believe that it is responsible, sound and efficient management to incorporate proven health and safety principles into all phases of our operations, and we emphasize these as integral components of prudent business practice.

Careers | McKesson

We also understand that the responsibility for workplace health and safety must extend to all workplace parties. Our Corporate Security and Safety Department continuously assesses our operational environment to identify potential threats. This continual and in-depth assessment allows us to implement appropriate protective measures to prevent and mitigate identified risks. We employ industry-leading security and safety procedures and equipment in the areas of physical and electronic security.

A formal security and safety assessment program ensures our facilities perform operations in accordance with established security and safety standards. A report documents each assessment, and each facility prepares action plans to ensure that all findings are corrected in a timely manner.

Standards and procedures are in place to help ensure our facilities are taking steps to proactively address risks and prevent injuries. A Leading Safety Indicator Dashboard is prepared monthly to measure conformance to these standards. This is a 3. Educating leaders and employees is the foundation of our security and safety programs.

During FY16, our employees completed over 33, training modules. See Table 1, Safety Training at McKesson. Our comprehensive safety training programs educate employees at all levels and address both general and specialized safety roles and responsibilities.

Through these programs, employees learn to identify and control potential hazards they may encounter in the workplace, at home or at play.

McKESSON CORPORATION - DEF 14A

Employees receive orientation and ongoing instruction on safe work practices throughout their careers as they experience changes within their responsibilities, equipment usage or environment. We promote security and safety within our offices and distribution centers through annual multimedia campaigns, which raise security, safety and information protection awareness. The success of these campaigns is evaluated using employee surveys, which allow us to measure message comprehension. The training, awareness and other proactive efforts led to positive results in , as we incurred a Total Recordable Injury Rate of 2.

The FY16 Day Injury Rate was 0. There were no work-related fatalities involving either employees or supervised outside service workers. Exertion-related injuries accounted for the highest percentage by injury type To address the rate and severity of exertion-related injuries, we maintain a Safe Lifting and Daily Stretching program for our distribution centers and continue to emphasize ergonomic design in workstation layouts.

In office environments, a workstation assessment and modification process educates employees and helps identify and correct undesirable design features. Enhancing processes, providing leadership and support, expanding security systems coverage, and assessing program compliance will remain cornerstones of our success.

Continuing our investment in technology, expanding the scope of the Corporate Security Operations Center, and enhancing our environmental management programs are among our core FY17 initiatives. We believe a diverse workforce is a fundamental building block for creativity and innovation. Our strategy focuses on advancing efforts toward a representative workforce, and recruiting and developing diverse talent.

Our goal is for all employees to feel a strong sense of engagement and be inspired to innovate as members of a dynamic and inclusive company.

We educate employees to enhance their cultural competency and integrate diversity into corporate and business unit communications. The markets we serve are changing rapidly, reflecting shifts in demographics, product and service expectations, and technology. To learn more, please visit the U. Diversity and Inclusion Report. Building an inclusive culture begins with a culturally competent workforce.

We do this via education, engagement and communications. In , McKesson Canada offered a customized mental wellness training to its people managers.

In addition, McKesson Canada launched an employee engagement campaign called ThisIsHow. The ThisIsHow campaign showcases our shared values system of ICARE, our leadership framework ILEAD, and our shared purpose of Better Health through the diverse voices of our employees. Employees were encouraged to share their personal stories through emails, videos, feedback cards, posters, intranet and social media. Selected stories were featured in various employee communications and events such as videos, internal memos, intranet, social media and Town Hall meetings.

The campaign featured the many aspects of diversity, such as linguistic duality and physical ability, and allowed its leaders to reveal their whole selves at work through their relatable stories. ThisIsHow continues to remain strong into where it encourages more dialogue opportunities between employees and their business leaders. Promoting Self-Identification Programs Self-identification programs provide McKesson with important benchmark data as we work to analyze our workforce for internal and government reporting and develop our diversity and inclusion programs.

All data is used only in aggregate. In FY16, employees who were women, visible minorities, aboriginals and people with disabilities were invited to self-identify through a questionnaire available online or in paper format. Better Health for Our Employees.

McKesson provides associates with the means to save for retirement through an array of options. Creating Opportunities for Success.

The goals of this performance management process are to: Create consistency across the business for managing, measuring and developing individual performance. Align individual objectives and expectations with business goals. Foster employee development and coaching by encouraging open communication between supervisors and their staff members.

Differentiate rewards based upon performance results and competencies.

Recognize the relative contribution of individuals. Working Mom Is Stoked for School Cheered on by her 7-year-old, this young mom earned her college degree. A Safe, Secure and Healthy Work Environment. FY16 Safety and Security Highlights During FY16, our Corporate Safety and Security team advanced a number of safety programs: Continued to refine and enhance the Safety Performance Scorecards to further drive safety accountability through measurement of both leading and lagging indicators.

The overall Safety Performance Index Total Safety Rating on 0— scale remained flat at 90, but increased from 85 to 88 in distribution centers. Produced and administered safety training to better educate employees on workplace hazards, control measures and safe work practices.

Developed and supplemented Standard Operating Procedures to meet changes in regulatory standards and address evolving company exposures. Introduced new technology to enhance execution, improve efficiency and streamline processes. Executed a National Safety Month campaign to engage employees and raise safety awareness both on and off the job. Enhanced the awareness program to further engage and educate employees on both on and off-the-job safety and health risks.

The team also advanced crucial security programs: Encouraged employees to report unacceptable behavior and harassment through our workplace violence policy and training program. Maintained C-TPAT Customs-Trade Partnership Against Terrorism certification for the internal supply chain.

Integrated electronic security systems used in our facilities to protect critical assets. Incorporated best-in-class protective measures throughout our domestic supply chain to ensure the integrity of our product deliveries. Invested in crisis management training at the corporate and business unit levels, with teams responding to incidents in a timely and coordinated fashion.

Diversity and Inclusion Program In the U. During FY16, our program was recognized with a number of awards: McKesson was named one of the Top Military Friendly Employers in Diversity and Inclusion at McKesson Canada Building an inclusive culture begins with a culturally competent workforce.