These approaches reinforce self-knowledge and awareness of the collective impact. Co-development workshops also enhanced the approach. The first feedback took place in 2017. The effects are visible with greater awareness of individual operating modes, an adjustment in managerial practices, a change in the type of interactions and the change in certain processes. The momentum will continue in 2018, with support for managers on how to coordinate their teams based on collective intelligence. Training is offered to managers, including awareness of the Company’s corporate policy. Over 600 Aéroports de Paris employees participated in the Trajectoires programmes this year, with modules centred around management fundamentals and techniques. These programmes are for Aéroports de Paris employees. The management and executive compensation system effective since January 2011 takes into account the quality of contribution and skills development. The variable portion compensation system, which is tied to the achievement of targets, has been gradually strengthened: on the one hand, through discussions on adjustments to the amounts in view of the type of functions and roles, for more equity in view of contribution to performance, and on the other, to improve competitiveness and align the Company’s practices with those of the market. There were no employee agreements or unilateral measures in 2016 and 2015. For 2017, the salary agreement of 16 January 2017 includes a general increase of 0.5% on 1 July 2017. Pursuant to the agreement on professional equality between men and women, the analysis of wage differentials had resulted in remedial measures for 2010 to 2013. Since 2014, situations are examined on a case- by-case basis. Employees benefit from a complementary health insurance and pensions contract. In 2016, these contracts were subject to a tender offer, leading to a change in insurer for Aéroports de Paris, with equivalent guarantees and new services, whilst guaranteeing economic balance. At Group level, convergence work on the supplementary health insurance was carried out in 2017; in 2018, it will lead to the deployment of the same level of Compensation Wages and salaries

in reserved zone, control over operating costs per passenger (arrivals and departures). ADP Ingénierie and Hub One also have incentive agreements. In 2017, the incentives recorded for all Groupe ADP companies totalled €13 million compared with €14 million in 2016. Aéroports de Paris and its wholly-owned subsidiaries (apart from ADP International) have implemented a profit-sharing mechanism for their employees. €22 million was paid out in profit sharing for the entire Group in 2017, compared with €23 million in 2016. Group employee savings scheme and employee share ownership policy Since 1 January 2011, employees of Aéroports de Paris and its subsidiaries have access to a Group plan d’épargne [Group Savings Scheme] (PEG) and a Group plan d’épargne pour la retraite [Group Retirement Savings Scheme] (PERCOG). These two salary saving schemes give employees the opportunity to put together a portfolio of securities that may be contributed to by the Company. For Aéroports de Paris, company allowances are reserved exclusively to payments made to the Fonds Commun de Placement d’Entreprise [Investment Fund] (FCPE) of the “ADP Actionnariat Salarié” employee shareholdings, within the framework of the PEG and payments made to the PERCOG. In 2017, the allowance made by the Company was €9 million (€9 million in 2016 and €8 million in 2015). In 2016, a resolution of the Extraordinary General Meeting of Shareholders authorised the implementation of an employee share ownership structure comprising two facets: an offer to purchase Company shares at preferential conditions reserved for employees and previous employees of Aéroports de Paris and its subsidiaries belonging to the Group Savings Plan in its version revised by rider no. 4 of 10 December 2015 and a free allocation of Company shares. The transaction totalled €25 million, provisioned in 2015. To support the positive employee savings momentum, the creation of an ADP FCPE bond, invested mainly in unlisted bonds issued by Aéroports de Paris, was initiated in 2017; its implementation is planned as part of the payment of 2017 profit-sharing bonuses. Staff regulations The employees of Aéroports de Paris come under private-law contracts and specific staff regulations, which replace those of the Employment Code; the Code remains applicable where the staff regulations do not contain specific provisions. This status is not applicable to staff governed by a specific contract. There are specific regulations for apprentices with apprenticeship contracts and young people with specific contracts linked to the job policy. These provisions are supplemented by Corporate agreements negotiated with the four representative trade unions. Employees of subsidiaries are subject to specific collective bargaining agreements pertaining to their activities.

services with the same insurer across all subsidiaries. Each subsidiary has its own compensation system. Incentives and profit sharing

An incentive agreement for Aéroports de Paris was signed on 24 June 2015 for years 2015 to 2017. It provides for the payment of a profit-sharing bonus if two major criteria are achieved: economic performance and customer satisfaction. A bonus may be paid, depending on the number of objectives achieved each year from the following three: frequency rate of workplace accidents with lost time, revenue per departure passenger



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