PotashCorp sets annual targets for its sustainability performance. The following table sets out 2006 targets for social performance and the results.

2006 Social Goals and Performance
achieved   partially achieved   did not achieve
2006 Targets		2006 Results
Goal: To have motivated and productive employees committed to our long-term goals.
1. Fill at least 75 percent of senior staff openings with internal candidates.		Internal candidates filled 72 percent of 58 senior staff positions filled.
2. Maintain or improve employee engagement levels as measured by the employee engagement survey.	n/a	A new format used in 2006 made prior survey results incomparable. The new format will serve as a baseline for future engagement surveys and thereby provide more meaningful data.
3. Integrate sustainability issues into recruitment, training and employee communications. The focus for 2006 will be training.		A computerized training system was established, and several training modules were administered.
4. Decrease the rate of employee turnover in Trinidad operations.		Employee turnover in Trinidad was reduced from 6.5 percent in 2005 to 5.1 percent.
5. Develop a company-wide policy that addresses diversity in the workplace.		A policy has been formulated and all employees have been trained, but the policy has not been formally adopted.
6. Strengthen existing policies and programs as needed to address issues related to employees with chronic and life-threatening illnesses.		PotashCorp recently adopted a comprehensive approach to the management of serious diseases such as diabetes, repetitive stress injury, stress and HIV/AIDS.
7. Provide diversity education to employees by participation in a training module.		Diversity training was provided to all employees.
Goal: To promote sustainability through the supply chain management process.
1. Complete review of human rights policies and performance by all of PotashCorp's key vendors.		The company continued to engage key vendors requesting documentation on human rights policies and performance.
Goal: To strengthen relationships with our communities.
1. Continue to be engaged with community support projects at each of our plants and offices.		The company and its employees at all PotashCorp locations were engaged in efforts to improve their communities through volunteerism, monetary donations and in-kind donations.
2. Achieve a 10-percent increase in individual participation in the matching gift program and a 20-percent increase in total donations.		Donations in 2006 were less than in 2005 due to significant 2005 donations directed to Asian tsunami and Hurricane Katrina relief efforts. However, excluding these two events, participation and donations exceeded 2005 levels.
3. Provide a site-specific sustainability report to each of our host communities.		A local sustainability brochure was provided to host communities by each plant site.
4. Continue to survey community leaders and implement appropriate responses to survey results.		Community surveys were conducted at Rocanville, White Springs, Lanigan, Augusta, and Trinidad, and actions have been taken to address community needs.
5. Formalize corporate-donations guidelines with a written policy and post it on the company's website.		This is still in the process of development.
Goal: To have no harm to people and no accidents.
1. Reduce recordable injury rates by 30 percent from 2005 levels.		Recordable injury rate was reduced by 24 percent from 2005, to a record low level.
2. Reduce lost-time injury rate by 30 percent from 2005.		Lost-time injury rate increased by 8 percent from 2005.
3. Initiate a program for reviewing contractors' safety performance for use as a priority selection criterion, and that ensures appropriate safety monitoring is provided based upon historical safety performance.		A program has been implemented at all sites.
4. Achieve 100 percent compliance on all safety audit action items.		All safety audit action items were completed by the end of the year.