EasyJet 2010 Annual Report Download - page 32

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Corporate responsibility
continued
Recognising that needs and circumstances are different, we have developed
a new, more targeted survey for our employees in 2010 to gauge the
opinions of our team in the four main communities; Pilots, Cabin Crew,
Management & Administration and Engineering & Maintenance. The
overall response rate for completion of the uSay survey was 60%, and
we will be reviewing the results of this in the rst quarter of 2011.
Communication
We understand that good communication is vital within a business,
especially one which has such an extensive staff base, to ensuring that
keyissues and matters are discussed with people so that we can react
quickly and to ensure that everyone remains engaged in the business.
We work with our employee representatives and recognise a number
of trade unions across Europe. Over the last year there has been a
signicant increase in the level of union activity and we have not been
immune to this, but did not lose any days through internal industrial action.
uSay
As mentioned above, we have introduced a new staff survey this
yearthat has been tailored to be more specic to each of our main
communities, so that our employees comment on the areas that affect
them within the business. The results of this survey were received in
October 2010 and we will be working to improve our processes and
systems to action suggestions.
In its inaugural year, 60% of easyJet employees responded to the survey.
We are in the process of analysing the results across our communities
sothat we are able to respond to our people in 2011.
The results of the survey showed that only 35% of our people currently
feel satised in their jobs and environment. Due to the differing nature
ofthe staff survey this year, we have enabled our people to give us their
honest and open feedback on our organisation. Whilst the result is
disappointing, it is not a surprise when many of our people were
impacted by the summer’s operational issues. The responses and results
of this survey will be reviewed and actions will be taken to improve the
working environment for our people so that their levels of engagement
are improved in the future.
Spirit
In 2010 we launched a new employee awards scheme; Spirit. This
scheme rewards our people for their commitment and hard work and
recognises where our people go above and beyond to enable our
business to succeed. During the course of the year, we have monthly,
quarterly and annual awards recognising achievement across the
different communities within our business.
Organisation
To succeed in our corporate ambitions, we need to have high quality
people with the right skills in the right place at the right time. Our aim
is to ensure that our people contribute more to our business than
they have ever done for any other employer. We aim to ensure that
we continue to recruit the best people and keep these people engaged
in the business so that we can achieve these objectives.
As with all businesses there are levels of staff attrition that will occur, and
in 2010 our overall unforced staff turnover was 7.6%, which increased
slightly from the historically low level in 2009.
Turning Europe Orange
Following the growth of our network, we continue to grow our presence
across Europe to further strengthen our position as a truly pan-European
air transport network.
As at 30 September 2010, easyJet employed 7,359 people (2009: 6,666),
based throughout Europe as illustrated below:
United Kingdom 4,634
Switzerland 554
France 640
Spain 595
Italy 646
Germany 290
Total 7,359
Reward
easyJet offers a competitive rewards package and reviews salaries
annually in line with market rates to ensure continued alignment to the
market. For most employees the rewards package includes an annual
performance-driven bonus, based on personal and Company
performance, which encourages all employees to contribute towards
achieving our strategic objectives. Employees are also eligible to
participate in a Group personal pension towards which easyJet
contributes, as well as having the option to make their own
contributionsthrough salary sacrice arrangements.
Share schemes
easyJet once again offered all employees the opportunity to join its
popular all-employee share plan, easyJet Shares 4 Me. The plan has won
ve major awards to date and involves three elements: Save As You Earn
(SAYE); Buy As You Earn (BAYE) and Free Shares. Each scheme is Her
Majesty’s Revenue & Customs (HMRC) approved and is open to all
employees on the UK payroll. For employees who are on non-UK
payrolls, international schemes have been established with similar terms
and conditions to the UK scheme, albeit without the UK tax benets.
Participation in the scheme remains very strong, with over 80% of eligible
staff now taking part in one or more of the plans.
Your benefits
UK staff continued to be entitled to select from a number of benets
available to them through “Your Benets”. This enables employees to
access programmes and savings which would not be available to them on
an individual basis. The benet choices for 2010 were extended to also
include “Computers at work” as well as the standard offers already
available. The “lifestyle benets” scheme also remained in the year and
we continue to offer discounts on a wide range of products and services.
Employees make further savings in tax and National Insurance for many
of these benets, through salary sacrice. easyJet’s National Insurance
savings contribute to the nancing of the scheme, which is fully
outsourced.
30 easyJet plc
Annual report and accounts 2010