GRI 4.14 and 4.16

EcoRodovias stands out for the development, qualification, relationship and education of professionals, in addition to the best human resources practices. Thus, the Company's goal is to preserve corporate safety, standardize concepts, and attract, integrate, develop and retain qualified and motivated professionals, who are aligned with all levels of the Organization, always promoting an environment that favors corporate development.

The Company has a daily interaction with its employees, accepting diversity and preserving their physical, moral and psychological integrity; its compensation and professional development policies are exclusively based on individual merit, taking into account the performance and competencies of each employee, as well as performance and compensation practices.

In 2010, the Group's headcount totaled 2,002 permanent employees located in the States of São Paulo, Paraná and Rio Grande do Sul. The tables below show the breakdown of employees by company, gender and age group.
GRI LA1

2010		PART-TIME EMPLOYEES		FULL-TIME EMPLOYEES		TOTAL
SP	EcoRodovias Infraestrutura	0		30		30
	EcoRodovias Conc. Serv.	1		255		256
	Ecovias	114		448		562
	Ecopistas	0		316		316
	Elog	0		6		6
	Ecopátio Cubatão	0		104		104
PR	Ecovia	0		144		144
	Ecocataratas	8		302		310
RS	Ecosul	1		273		274
TOTAL		124		1,878		2,002

* the table does not include interns.

Breakdown of functional categories
GRI LA13

FUNCTIONAL CATEGORY X MINORITIES	BOARD OF DIRECTORS		EXECUTIVE BOARD		MANAGEMENT		ADVISORS		COORDINATION
2008
Women	-		-		1		2		3
Afro-Brazilians	-		-		2		-		3
People with special needs	-		-		-		-		-
Over 60 years old	-		-		-		-		-
2009
Women	-		-		1		4		12
Afro-Brazilians	-		-		-		1		4
People with special needs	-		-		-		-		-
Over 60 years old	-		-		-		-		-
2010
Women	-		-		1		5		15
Afro-Brazilians	-		-		-		1		5
People with special needs	-		-		-		-		-
Over 60 years old	-		1		-		1		-

FUNCTIONAL CATEGORY X MINORITIES	COORDINATION		ADMINISTRATIVE		SERVICE		INTERNS		OUTSOURCED		APPRENTICES
2008
Women	3		126		429		10		-		-
Afro-Brazilians	3		35		212		1		-		-
People with special needs	-		1		7		-		-		-
Over 60 years old	-		-		2		-		-		-
2009
Women	12		168		554		1		1		-
Afro-Brazilians	4		33		269		1		-		-
People with special needs	-		1		16		-		-		-
Over 60 years old	-		1		2		-		-		-
2010
Women	15		169		626		-		-		1
Afro-Brazilians	5		33		263		-		-		-
People with special needs	-		3		26		-		-		-
Over 60 years old	-		-		6		-		-		-

1 _ Ecovias_ Imigrantes

LOCAL CONTRACTING

GRI EC7

Despite not having a defined local contracting policy, internal employees are able to develop their careers within the same unit or in other units of the Group. Regarding operational functions, the Company gives priority to contracting professionals who live in the surroundings or in neighboring communities.

	TOTAL NO. OF OWN EMPLOYEES (SEE GRI LA1)					TOTAL NO. OF TOP MANAGEMENT MANAGERS						TOTAL NO. OF TOP MANAGEMENT MANAGERS ORIGINATED FROM THE LOCAL COMMUNITY
REGION	2008		2009		2010		2008		2009		2010		2008		2009		2010
Ecosul	267		282		274		6		4		4		5		2		2
Ecovias	689		607		562		6		5		6		4		2		2
Ecovia	155		146		144		4		3		3		2		2		2
Ecopistas			44		316				4		4				2		2
Ecocataratas	294		299		310		4		4		4		2		2		2

Definition of "local community": Own employees born in the same State where they are working.
Top management refers to officers and managers.



  2 _ Ecocataratas

PERSONNEL TURNOVER AND CHANGES

GRI LA2, LA5, LA11 and LA13

EcoRodovias' turnover rate was 31.8% in 2010. The index was impacted by the increase in the number of employees working as collectors at toll plazas. The features of this professional activity cause the employees to leave the Company whenever they see an opportunity to change and improve their career.

The figures showed above are consolidated, and have similar characteristics in the three States where the Company operates. The administrative area recorded lower turnover rates. In case of termination of managers or analysts, the employee is offered the Outplacement, Financial Guidance and Entrepreneurial Support Program. Activities are conducted by consultants specializing in job transition.

Upon leaving the Company, operating and administrative employees receive the Outplacement Guide, with directions on the preparation of resumes, interviews and group dynamics; search of opportunities; entrepreneurship; and financial planning. Also in specific cases, when a group of employees is laid off, the Company provides an outplacement program to the employees.

Possible operational changes are communicated in advance to the employees involved. In case of change in the work schedule, employees are informed 30 days in advance, by means of management notices, Intranet contents, internal bulletins or meetings.

	TOTAL NO. OF EMPLOYEES					NO. OF EMPLOYEES WHO LEFT THE COMPANY						%
TOTAL	2008		2009		2010		2008		2009		2010		2008		2009		2010
Gender
Men	1,008		1,289		1,185		347		263		376		34.42		20.40		31.73
Women	571		739		817		251		184		282		43.96		24.90		34.52
Age bracket
Less than 18 y.o.	1		1		0		0		0		1
From 18 to 35 y.o.	1,191		1,558		1,492		467		364		569		39.21		23.36		38.14
From 36 to 45 y.o.	271		332		363		96		57		67		35.42		17.17		18.46
From 46 to 60 y.o.	114		134		139		32		26		20		28.07		19.40		14.39
Above 60 y.o.	2		3		8		3		0		1		150.00		0.00		12.50

ORGANIZATION CLIMATE SURVEY

GRI 4.17

Every year, EcoRodovias conducts the Organizational Climate Survey, which is intended to ensure the involvement of the Company's leaders in personnel management. The study is applied to all employees by Great Place To Work, a U.S. consultancy firm that identifies the best practices and operates in more than 41 countries.

In 2010, the Survey assessed business development and relationship with teams; the benefit plan; compensation programs, and others, and indicated that 87% of the employees said that they are proud to work for the Company. Investments in training and development were approved by 87% of the staff.

ATTRACTION AND RETENTION OF TALENTS

Salaries and Benefits
GRI EC5, LA3, LA4, LA9 and LA14

All concessionaries managed by EcoRodovias pay salaries that are compatible with the relevant market and regions. Salaries are fixed by function, being equal for men and women. Employees also receive profit-sharing (PPR program) and Christmas Bonus.

Compensation and professional development policies are exclusively based on individual merit, taking into account the employees' performance and competence. All employees are also assessed for their performance and compensation.

Compensation, and occupational health and safety items are extensively negotiated with unions, and apply to the entire staff. Minimum salaries are paid according to local floor amounts, as follows:

	PROPORTION OF WOMEN'S SALARIES TO MEN'S SALARIES
Management	21.66%
Advisors	-28.60%
Coordination	0.65%
Administrative	-21.55%
Service	-30.61%

The positive variation shows that, on average, women's earnings are higher than men's, while the negative variation indicates lower salaries for women.

VARIATION IN THE PROPORTION OF THE LOWEST SALARY AGAINST THE LOCAL MINIMUM SALARY	SÃO PAULO ECOPISTAS		SÃO PAULO ECOVIAS		PARANÁ ECOVIAS		PARANÁ ECO CATARATAS		RIO GRANDE DO SUL ECOSUL
Local minimum salary as of December 31, 2010 – (R$)	R$560.00		R$560.00		R$663.00		R$663.00		R$546.57
Lowest salary – (R$) (Salaries of Interns, apprentices, outsourced and part-time employees should not be considered)	R$535.60		R$635.00		R$590.86		R$552.06		R$540.80
Ratio of the lowest salary to the local minimum salary	0.96		1.13		0.89		0.83		0.99

Additionally, Grupo EcoRodovias offers health and dental plans, private pension plan and benefits such as day care allowance, funeral assistance, supplementary sick pay, drugstore benefit, payroll-deduction loans, chartered bus, life insurance, travel insurance, meal voucher, restaurant voucher and transportation ticket.

Performance Review Program (PADE)

GRI LA12

The PADE was structured in 2006 as a pilot program, being implemented in 2007. Employees were trained to be aware of its contents, as well as of their individual role in the process. In 2009, the program was deployed, and the employees were trained again so as to reinforce concepts. PADE's new system was launched in 2009, aggregating new resources and agility to the process. The competence model has also been revised. All employees received the new Corporate Competence Guide, and the Company added new tools to the Individual Development Plan (PDI), such as: E-learning training, Training TV, and the Academy of Competences. In 2010, a Feedback training program was launched in order to prepare the managers and employees for feedback activities related to the Performance Review Program.

Profit Sharing Program (PPR)

This program has the purpose to attract, retain and stimulate the professional growth of all employees that have achieved the individual or group targets established on a yearly basis within the Employees' Goals Program. Thus, each professional is paid according to the performance achieved by the Company in the year. A commission of employees' representatives is responsible for negotiating and formalizing the PPR, as well as for supervising the preparation of the Annual Goals Program, the monthly consolidation of the program goals, and the payment of rights to the professionals.

Private Pension Plan – Ecoprev

GRI EC3

The Private Pension plan is also offered to all employees working for the Company for more than three months, by means of a defined contribution pension plan, the "Plano Gerador de Benefícios Livres", or PGBL or a free contribution plan offering life insurance, the "Vida Gerador de Benefícios Livres", or VGBL. Out of the Company's total employees, 53% participate in these plans.

The Company's matching contributions change in accordance with the nominal salary of the employee, ranging from 1% for salaries up to R$2,896.00, and from 3% and 8% for salaries exceeding this amount. In order to strengthen the plan, the Company contributed amounts retroacting to January 2006 or the employee's hiring date, and, in this case, for employees that adhered to the pension plan until June 2006.

The criteria for redeeming the contributions are governed by ECOPREV's internal regulations, which allow the immediate redemption of contributions by the employee upon termination of the employment contract. All plans allow beneficiaries to include their respective dependents. In 2010, the Company's contribution amounted to R$1.04 million.

Health and safety

GRI LA6

Grupo EcoRodovias' management counts on commissions and services dedicated to occupational health and safety issues. Currently, one of the Group's business unit is OHSAS 18001:2007 certified. By the end of 2011, all concessionaries are expected to be granted this same certification.

The Internal Commission for Prevention of Accidents (or CIPA) was set up in compliance with the regulations set forth in Ordinance No. 3,214, of June 8, 1978. It is made up of representatives of the employees and of the employer and addresses prevention of accidents, workplace conditions and all aspects related to the employees' health and safety. Since its implementation, this commission has been constantly growing and improving. By 2011, all the Group's concessionaries will have their own CIPA.

The Safety Engineering and Occupational Health Specialized Service (or SESMT) comprises occupational safety physicians, nurses, engineers and technicians. This service is also focused on the protection and promotion of health and well-being of all employees, as well as on the prevention of occupational accidents and diseases. The group operates through safety inspections, training, preparation of maps and risks, and the Internal Accidents Prevention Week (SIPAT).

The Group also counts on a Fire Brigade, which is responsible for the prevention of accidents, and takes action upon the occurrence of such events.

CIPA REPRESENTATIVES	2008		2009		2010
Ecovia	8		8		8
Ecosul*	-		-		-
Ecopistas	-		8		8
Ecocataratas	12		12		4
Ecovias	6		12		12

*the CIPA at Ecosul will be set up in 2011.

OCCUPATIONAL SAFETY TECHNICIANS	2008		2009		2010
Ecovia	1		1		1
Ecosul	1		1		2
Ecopistas	-		2		2
Ecocataratas	1		1		1
Ecovias	1		2		2

	CONSOLIDATED
ACCIDENT INDICATORS GRI LA7	2008		2009		2010
No. of injuries	104		104		103
Cases of occupational diseases	0		0		0
No. of days lost	303		903		1,057
Days absent	1,492		3,334		720
Casualties	0		2		3

Quality of life programs

GRI LA8

Every year, EcoRodovias carries out corporate projects intended at their employees' quality of life. One of the principal projects provide employees with the opportunity to evaluate and learn how to make healthy choices regarding their meals, as well as to choose the most adequate physical activity in accordance with their needs. The program also includes laboratory tests and medical guidance, vaccination campaigns, and printed materials focused on health issues.

Training and qualification

GRI LA10 and LA11

In 2010, the Group offered online and external training projects that totaled 101,455 hours and included technical and operational programs, academy of competences, training for leaders, occupational safety and quality/environmental programs, scholarships and language courses.

Diversity

GRI HR4

The Company has a daily interaction with the employees, accepting diversity and preserving their physical, moral and psychological integrity. The two internal actions regarding homophobia referred to in the 2009 Annual and Sustainability Report were judged in 2010. In both cases, the courts denied any moral damages and the alleged prejudice was not evidenced.

	NO. OF EMPLOYEES BY CATEGORY		NO. OF TRAINING HOURS IN 2010		NO. OF TRAINING HOURS/NO. OF EMPLOYEES
Executive Board	14		364		26
Management	21		1,608		77
Advisors	17		709		42
Coordinator	62		4.261		69
Administrative	359		23,820		66
Service	1,528		70,512		46
Interns*	9		144		16
Apprentices	1		38		13

*total employees does not include interns.