Targets and target fulfillment
Sandvik’s financial targets in the period 2016–2018 focused on improved operating profit, higher returns and a strengthening of the balance sheet, while maintaining a generous dividend policy.
EBIT growth (CAGR)
To achieve an EBIT growth (CAGR) of 7 percent or more 2016–2018.
The EBIT1) growth (CAGR) for 2016–2018 was 19 percent, well above the target of 7 percent. The EBIT improvement was a result of favorable market conditions combined with a strong cost focus and active portfolio management.
To achieve a ROCE improvement of 3 percentage points or more 2016–2018.
The return on capital employed was 23 (24). The adjusted return on capital employed was 23 (19), a 9 percentage points increase since 2015. The favorable return on capital employed in 2018 was the result of a strong EBIT development coupled with a continuous focus on improving capital employed.
Net debit/equity ratio
To achieve a net debt/equity ratio below 0.8.
Net debt amounted to 12 billion SEK (16) at the end of the fourth quarter and the net pension liability was 6 billion SEK (5). The net debt to equity ratio year-end 2018 was reduced to 0.2 (0.3).
Divided payout ratio
To achieve a dividend payout ratio of 50 percent of reported earnings per share.
Sandvik’s strong performance in 2018 resulted in a proposed dividend of 5 billion SEK (4), corresponding to a payout ratio of 43 percent (44).
1) For further information with regard to target definitions see Key figures, Group total.
2) Proposed adjusted dividend payout ratio.
Health and Safety3)
To achieve a Lost Time Injury Frequency Rate (LTIFR) of 1.4 and a Total Recordable Injury Frequency Rate (TRIFR) of 4.3.
The LTIFR amounted to 1.7 (1.6) and the TRIFR to 4.0 (4.6). The LTIFR increase was mainly due to an increase in low level lost time injuries (1–2 days lost).
To reduce the energy usage by 1.5 percent in 2018.
The energy usage was reduced by 1.7 percent during the year.
Diversity and Inclusion
To increase the share of women in managerial positions by 3 percent annually. For 2018 the target was 17.6 percent.
The share of women in managerial positions increased to 17.7 percent (17.1), corresponding to a 3.5 percent increase.
Code of Conduct
To train 100 percent of employees, including longterm contractors, in our Code of Conduct.
94 percent (93) of employees and long-term contractors (longer than three months) were trained in the Code of Conduct.
For more environmental and social KPIs, see Sustainability notes.
3) LTIFR=Injuries resulting in lost time per million hours worked, TRIFR=total number of injuries per million hours worked.