Reebok 2015 Annual Report Download - page 93

GROUP MANAGEMENT REPORT – OUR GROUP
Our People
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FOCUS ON PERFORMANCE: OUR PERFORMANCE MANAGEMENT
To further drive high performance within the adidas Group, we use a performance management approach
called ‘The Score’. It brings target setting, employee development and performance appraisal under one
common process. The Score also brings focus, simplicity and alignment to the setting of team goals and
individual targets. Each employee is evaluated and receives feedback at least twice a year.
The adidas Group remuneration system is based on this performance management approach. As part of
this system, we are committed to rewarding our employees with compensation and benefit programmes
that are competitive in the marketplace. Remuneration throughout the Group comprises fixed and variable
monetary compensation, non-monetary rewards as well as other intangible benefits. The cornerstone of
our rewards programme is our Global Salary Management System, which is used as a basis for establishing
and evaluating the value of employees’ positions and salaries in a market-driven and performance-oriented
way. The various variable compensation components we offer our employees include:
Bonus programme: In order to allow our employees to participate in the Group’s success, and to reward
them for their target achievement, we have a global bonus programme. It provides an incentive influenced
by both corporate performance (actual financial results measured against Group and market targets) as
well as individual performance (measured in the performance management approach, The Score).
Profit participation programme: For employees at our Group headquarters and our other locations in
Germany who do not participate in the bonus programme, we have a profit participation programme called
the ‘Champions Bonus’.
Long-term incentive programmes: In order to ensure sustainable financial success, retain our top
leadership and promote continuous commitment, the adidas Group offers a Long-Term Incentive Plan
(LTIP) for leaders and Executive Board members. Other benefits include our 401(k) retirement plans in
the USA and the adidas Group pension plan for our employees in Germany.
Our Group subsidiaries also grant a variety of benefits to employees, depending upon locally defined
practices and country-specific regulations and norms.
OUR TALENTAND SUCCESSION MANAGEMENT
Trainee programme: The Functional Trainee Programme (FTP) is an 18-month programme providing
graduates with an international background and excellent educational credentials the opportunity to start
a functional career within the adidas Group. The programme comprises six three-month assignments in
various departments. At least one of these assignments takes place abroad. At year-end 2015, we employed
27 participants in our global FTP (2014: 41).
Apprenticeships and internships: Our development programmes are complemented by apprenticeship
and internship programmes. The adidas Group apprenticeship offers young people who want to join our
Group directly out of school the opportunity to gain business experience in a two- to three-year rotation
programme. The programme includes vocational training in retail, industrial management and IT, as well
as integrated study programmes. At the end of 2015, we employed 63 apprentices in Germany (2014: 60)
and 40 integrated study programme students (2014: 52). Our global internship programme offers students
three to six months of work experience within the adidas Group. In 2015, we employed 553 interns in
Germany (2014: 524).
Succession management: The adidas Group succession management approach aims to ensure stability
and certainty in business continuity. We achieve this through a globally consistent succession plan which
covers successors for director level positions and above. We conduct regular reviews to ensure individual
development plans are in place to prepare successors for their potential next steps.