Our workforce structure
Our workforce numbers have remained nearly constant, with our total number of employees rising just slightly to 473,626. This represents a 0.4 % increase over the previous year. Women make up 36 % of our global workforce. Approximately 43 % of our workforce is employed in Germany, where our company headquarters are located. As in the years previous, the average employee turnover within the Group is approximately 10 %. A detailed analysis of our workforce numbers is presented in our Annual Report 2012. As per our current planning, we expect to see a slight increase in the total number of employees in 2013.
Compensation based on performance
For highly motivated employees, performance-driven compensation based on business goals and long-term incentives is one of the most important material requirements. In all regions, remuneration is based on job performance and the level of responsibility vested in the individual employee.
In Germany, employees working under collective wage agreements receive a variable bonus of between 5 % and 17.5 % of the annual base salary. All non-executive, non-tariff employees receive an annual salary made up of an annual base salary and an orientation bonus between 17.5 % and 40 % of the annual base salary. Part of the orientation bonus is based on the company's performance while the other part is determined by the individual's job performance and the meeting of set targets.
Outside of Germany, the remuneration of our employees is based on national laws and, if applicable, collective wage agreements.
In addition, we offer employees performance- and contribution-based pension plans in a number of countries.
Limiting the effects of demographic change
In many countries, demographic change is the biggest human resources challenges we face. Noticeable shifts in age and social structures within the populace are also beginning to affect our own workforce and the way we approach our junior staff planning. We have created a strategic workforce management tool that extends our vision beyond the usual planning period, allowing us to ascertain strategically important information on issues such as aging and capacity risks and training needs management.
Ready to face the future with the Generations Pact
Sustainable wage agreements were successfully negotiated for employees at Deutsche Post AG in Germany and in several of the Group’s subsidiaries in 2012. As a result, approximately 130,000 Deutsche Post AG employees subject to collective bargaining agreements receive 4 % more pay as of April 2012.
Previous negotiations between Deutsche Post AG and the trade unions led to the successful introduction of the Generations Pact in October 2011, which will help us offset the effects of demographic change. In combination with a partial retirement program, the newly introduced working-time accounts and demographic funds make it possible for older employees to work reduced hours for a period of up to six years. After this time, they can retire without facing deductions. In this way, the company can continue to benefit from the knowledge and experience of its older employees and, at the same time, improve employment opportunities for younger people. With the Generations Pact in place, we can now take on more trainees and convert temporary employment contracts to permanent ones. At the end of 2012, a total of 12,850 employees have already set up a working-time account and 446 have gone into partial retirement.
We are working to develop a similar solution for our civil servants in cooperation with the responsible ministries and trade unions.
In March 2013, Deutsche Post DHL received the German Industry Innovation Award in the innovative HR concepts category for its unique and forward-looking age-based working solution.
