Salary

Competitiveness, quality and responsibility are the cornerstones of our remuneration policy. Therefore, we at Wieland consider performance-related pay an important factor.

Performance related pay (PRP) was implemented in 1994. With this we have created a uniform pay structure that benefits all our employees.

With the PRP, we want to

• motivate our employees to improve performance and the success of the company as a result
• optimise our results
• secure our competitiveness and improve upon it
• support a continuous improvement process
• realise a unified compensation system for workers and employees
• and thereby provide the necessary co-operation for job security

The monthly salaries are calculated as follows:

The abbreviations are based on the German terms.

Basic salary

The employees’ basic earnings (BE) fall into the Wieland payroll’s qualification-dependent grouping. This classification system is used for all employees.

Personal performance bonus

This component is directly related to the employee’s performance. The basis for this is the employee appraisal, which is a requirement for all permanent staff and is carried out at least once annually by line managers.

Performance component

The performance component is paid to employees who are registered in the performance pay (premium pay) scheme. It is based on the achievement of identified targets.

Profit sharing

This additional variable payroll component is calculated monthly using benchmarks relating to fabrication turnover, delivery, cost and yield.