Worldwide: Locally adapted compensation system
The principle of performance-related renumeration also applies to our non-managerial employees. Approximately 65 percent of them are covered by a performance-based incentive system that enables them to share in the economic success Henkel and its subsidiaries. The design of these schemes reflects local needs and requirements:
| Country / Region | Instrument |
|
China |
In China, non-managerial employees receive annual bonus payments based on five defined team targets, five personal targets and their work attitude. The latter covers aspects such as acceptance of responsibility, initiative, customer orientation, and teamwork skills. |
|
South America |
In the Andean countries Colombia, Ecuador, Peru and Venezuela, all non-managerial employees benefit from a standardized system of performance-related remuneration. Two team targets, derived from the targets of the relevant business unit, are supplemented by three personal targets directly related to the employee’s field of responsibility and influence. |
|
Germany |
In Germany, all non-managerial receive a success-related bonus payment, as soon as the objectives specified for the German companies are achieved. |
|
Italy |
The performance-related remuneration system is part of the collective wage agreement of Henkel employees in Italy. Every four years, the Company defines the targets for the "premio di partecipazione." Performance indicators for the individual targets as well as the bonus amounts are determined in consultation with the unions and the works council. |