DHL 2001 Annual Report Download - page 51
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51
We rewarded the motivated work of both salaried employees on collective
pay scales and civil servants with efficiency bonuses.
Our corporate executives have considerable influence on the increase in the
value of our Group.When we went public, we launched a stock option plan for
around 1,000 executives globally, allowing them to take clear entrepreneurial
responsibility. The exercise of the options is linked to set conditions following
a three year lock-up period. More information on the stock option plan can be
found in the chapter “Deutsche Post Stock”.
Employee ideas pay off
The creativity of our employees is one of our greatest assets: employee ideas
implemented at Deutsche Post AG over the past year generated a calculable benefit
of more than €34 million, almost treble the previous year’s figure of €12.4 million.
Once again, our employees have proven that what appear to be small improve-
ments can lead to substantial savings.
The ingenuity of our employees led to record participation in the employee
suggestion system: the number of proposals rose by more than 40% to 85,000.
Additional element of occupational pension
Since January 1, 2002, we have been offering our Group’s employees in Germany
subsidized capital accumulation for old age provision, the so-called Riester
pension products. For this purpose, Postbank’s insurance arm PB Versicherung
has established a pension fund. Our employees can pay contributions into this
fund as part of the subsidized program, and in return they will receive a pension
for life.
The Group
Employees
in €m
3.34
12.42
34.36
2000
2001
1998
1999
Savings realized on the basis of suggestions for improvement
0.56