Annual report 2005 - Sava dd

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Sick leave
| s u s t a i n a b l e d e v e l o p m e n t r e p o r t |
The percentage of sick leave decreased in comparison
with the year before. In 2004 total sick leave amounted
SAVA GROUP
Sick leave
(in %)
more than 30 days
up to 30 days
total
Remunerating and motivating
employees
In 2005 too the basis for remunerating and promoting
employees was employee performance. Employees are
promoted on the basis of selective criteria such as
promotion due to a more demanding job, additional tasks
and duties, market adjustments, or after successfully
completing a training course. 324 employees were
promoted due to their good performance. Senior and
managerial staff as well as key specialists received
additional annual bonuses for achieving and surpassing
the planned results. The average percentage of the
variable part of salaries grew considerably in comparison
with 2004 from 2.9 to 4.12 per cent. By introducing a
new system of remuneration we plan to increase the
variable part by up to 10 per cent.
The average salary in the Sava Group totalled €1,026.5
or 4.1 per cent more than last year. In all companies
employees received a holiday allowance, while the
Christmas bonus was paid in companies that proved
particularly successful. 1,670 employees with no sick
leave during the year received cash awards. Various
to 4.9 per cent and in 2005 it totalled 4.2 per cent. Sick
leave of up to 30 days totalled 2.3 per cent, whereas sick
leave exceeding 30 days totalled 1.9 per cent.
4.83
2.28
2.55
4.86
2.59
2.27
4.20
1.93
2.27
2003 2004 2005
prizes are distributed according to the Rules on
Remuneration and Awards, which regulates cash
incentives in the form of awards for Model Worker (105
employees), Company Worker (10 employees) and Sava
Worker (8 employees).
With the 20 Keys project we encourage employees to
put forward useful suggestions and improvements. We
pursue trends by monitoring the indicator Number of
Useful Proposals per Employee within a personnel
balanced indicator system.
On Sava Day we awarded and presented prizes to best
and most successful employees. At pre-New Year’s
meeting 239 employees were awarded for a 10-, 20- or
30-year work jubilee, while 10 employees received the
Company Worker award for their outstanding
achievements, innovation and commitment to work.
Education
On-the-job training is of key importance for achieving
the professional and personal growth of an individual.
We therefore attempt to organise it to the maximum
volume possible. In the development of employees we
pursue our strategy and the development of operations.