DI conference: Siemens Gamesa Renewable Energy A/S

Transcription

1 DI conference: Siemens Gamesa Renewable Energy A/S 08 November 2017 Unrestricted Contents History 03 - Purpose of reward elements 04 - Model 05 - Purpose of workforce planning 06 - Model 07 - Flexibility working on rotation 08 - Flexibility working in production 09 Global mobility 10 End2end process administration 11 Thanks 12 1

2 3 History Siemens Gamesa Renewable Energy was established in April 2017 with the merger of Gamesa Corporación Tecnológica and Siemens Wind Power. Gamesa s history is marked by a spirit of innovation and successful expansion into new markets. What started as a small machining workshop in northern Spain quickly grew into a global company focused on industrial facility management, the automotive industry and new technology development. In 1995, Gamesa expanded into wind power, installing the first wind turbine in the hills of El Perdón in Spain, and just four years later the company had grown into the leading manufacturer of wind turbines in the country. International expansion quickly followed as the company opened production centers in the U.S., China, India and Brazil. The history of Siemens Wind Power is equally impressive. The company has been directly involved in the wind power industry since 2004, when it acquired the Danish wind turbine manufacturer Bonus Energy. With the acquisition of Bonus, Siemens gained a wealth of technology and proven experience stretching back to This history includes providing turbines for the world s first offshore wind farm in Vindeby off the coast of Denmark in The company grew into the global market leader for offshore wind turbines, earning a reputation for technological leadership, strong customer service and for offering fully integrated end-to-end energy solutions. Siemens Gamesa brings these many qualities together under one roof: an innovative spirit, dedication to technological excellence and a determination to provide real and lasting value to all stakeholders and customers. Today, Siemens Gamesa Renewable Energy is a respected industry leader committed to providing innovative and effective solutions to the energy challenges of tomorrow. 4 - Purpose of reward elements Recognition Pay for performance Attract Motivate Retain Engage Other equity Siemens Total Reward Framework defines tools and elements at global level Local calibration of global framework Compliance globally and locally Equal opportunities Fairness and transparency 2

3 5 - Model TOTAL REWARDS TOTAL COMPENSATION AND BENEFITS TOTAL DIRECT COMPENSATION TOTAL CASH Base salary Base pay Fixed allowances Variable allowances Equity (Long term incentives) Siemens stock awards Phantom stock awards Other variable pay Project bonuses Special payments Overtime bonuses Hiring bonuses Retention bonuses Recognition Monetary Non-monetary Development/environment Performance and potential management Career development Learning/training Workplace Variable pay (Short term incentives) Annual incentives Sales incentives Benefits Pensions (post-employment benefits) Insurable benefits Other benefits Other equity Share matching plan Profit sharing CEO special allocation Well-being programs 6 - Purpose of workforce planning Purpose of workforce planning Compliant on legal requirements Safety Work life balance Adapt to onshore and offshore environment to support the market Adapt to service environment with short- and long-term contact Flexibility Flexibility in workforce Combination of specialist and multi-skilled workforce Use of 3 rd party workforce in peek periods 3

4 7 Model WORKING HOURS >< WORKING REGULATIONS IN EU AND OTHER COUNTRIES WORKING HOURS >< HEALTH AND SAFETY WORKING HOURS >< AGREED WITH UNIONS WORKING HOURS BASIC FULL TIME WORKING CONDITIONS WORKING CONDITIONS WORKING CONDITIONS WCs BCs Apprentices PART TIME WCs BCs Apprentices Hourly paid (students) Day shifts Night shifts Evening shifts Weekend shifts 12 hour shifts Rotation onshore sites Rotation offshore sites 24/7 shifts Availabilty outsite normal working hours (on duty agreements) 11 hours (8 hour rule) 1 day off per week 48 hour rule Country-specific rules 8 Flexibility - Working on rotation Notice - 24 hours notice before the scheduled meeting time: 1. The placement of the working time 2. Change of site 3. Overtime during rotation 4. Postponement of the working period with up to 7 days, corresponding to 84 hours Notice 5 x 24 hours notice before the scheduled meeting time: 1. Change of the starting time for rotations, e.g. from to Change of the length of the working period, e.g. from 2:2 rotation to 3:3 rotation 4

5 9 Flexibility - Working in production Time off in lieu agreement: 1. First in - first out principle 2. The hours are bound for six months 3. Notice of 3 x 24 hours Overtime while working abroad will always be paid out 10 Global mobility - Employees working abroad delegation Delegation of employees: Frame agreement General regulations covering all countries Delegation agreement Country, period, tax rules Visa application Ensurance Registration and deregistration of employee in host country Onshore 5

6 11 End2end process administration - Reward element, workforce planning and global mobility Payroll Shadow payroll Foreign and Danish tax return Employee s actual time registration Delegation policies and processes Onshore Contact Kirsten Therkildsen Head of HR Service kirsten.therkildsen@siemens.com Mobile Thanks 08 November