DHL 2003 Annual Report Download - page 83
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Employees
The number of employees in the MAIL Corporate Division remained more or
less constant. We were able to compensate for the transfer of around 4,000 employees
by ongoing outsourcing in the transport area and similar measures.
In addition, we have reduced our headcount by not refilling open positions.
With 207,398 full-time employees, Germany remained the region with the largest
workforce. 74,772 people were employed in the rest of Europe (excluding Germany).
The acquisition of Airborne, Inc. was the main reason behind a sharp increase in the
number of employees in North, Central, and South America to 39,600, a rise of 65.7%.
In total, 39.3% of all Group employees now work outside Germany (previous year:
33.1%)
Including trainees, the average workforce for the year amounted to 375,096.
The number of civil servants fell again, as shown in the table on page 78.
Deutsche Post and ver.di sign employment pact
Deutsche Post AG agreed an employment pact – the first of its kind in Germany – with
the services union Vereinte Dienstleistungsgewerkschaft e.V. (ver.di). The Company
will refrain from issuing any compulsory redundancies until March 31, 2008 and will
guarantee that deliveries are made by Deutsche Post employees until December 31, 2006,
with the exception of up to 600 parcel delivery districts. In return, the joint delivery
system can be expanded, meaning that mail carriers will also deliver parcels. In addi-
tion, weekly working hours in deliveries can be extended to 48 hours on a voluntary
basis and 2 formerly non-working days have been abolished for all staff. The agree-
ment is based on the continuation of the current average working week of 38.5 hours
until December 31, 2006. The ground-breaking package enables Deutsche Post AG
to achieve a sustained improvement in cost structures. The increase in flexibility
benefits our customers and substantially enhances our competitiveness, particularly
in the EXPRESS Corporate Division.
Competitive remuneration system introduced for all employees
On September 1, 2003, the old public-sector pay system for Deutsche Post AG’s
employees was completely replaced by a modern, competitive remuneration system. A
distinction is no longer made between hourly-paid workers and salaried employees;
instead, the system is based on a standardized framework agreement on employment
conditions and a collective wage agreement. In future, all employees will be eligible
for performance-related variable remuneration. The introduction of the new remu-
neration system enabled us to reduce salary levels to those of our competitors, while
preserving the vested rights and legal situation of employees in permanent positions
before September 1, 2003.
Salary structures for non-executive salaried employees who are not subject to
collective wage agreements were laid down in an agreement concluded with our
General Works Council. It was agreed for the first time that the variable remuneration
component will contain an element that is dependent on the Company’s success in
addition to a performance-related portion. The variable remuneration can amount
to between 17.5% and 40% of total annual remuneration.
A new function-oriented remuneration system was also agreed between
Deutsche Postbank AG and the latter’s social partner. Valid as of January 1, 2004, it
includes compensation components that depend both on individual performance
and the company’s success.
Management Report