Working environment and societyEmployee satisfaction and codetermination

Employee survey as an important tool for changeGRI 102-43

The results of the Group-wide employee survey in autumn 2017 reflect the employees' connection to and satisfaction with the airport. On the basis of the survey, the topics of «cross-division cooperation» and «perception of top management» were defined as fields of action. For example, the aim of the «Mitg'redt fora» is to facilitate a robust exchange of opinions with the top management level. The newly introduced «mixed tables» in all company restaurants contribute to colleagues networking with one another. Further measures are being planned. In parallel, the individual divisions and subsidiaries are elaborating ideas for their decentralized follow-up process, in which the executive board is also involved. Tangible changes are to be achieved by the next employee survey in 2020 – this is an important goal in terms of binding employees to the company.

FMG promotes codetermination

The voice of the employee is a valuable factor in corporate decisions. Employees have numerous opportunities to get involved in committees that are required by law or other working groups, i.e. the Supervisory Board, Youth and Trainees Council and the Council for Employees with Disabilities. Most of the overarching regulations in the company culminate in works agreements with the works council, which currently has 31 members. The employee representatives have concluded important works agreements with the employer in the last few years, for example on topics such as accommodation for applicants and employees, partial retirement plans, and occupational integration management. Even the annual employee appraisal is anchored in the corporate culture in the form of a works agreement. All employees thus have the opportunity to reflect on their work activities with their manager in a confidential setting, to discuss their job performance, and, if required, to stipulate targets or work priorities and qualification measures.

Personnel expenses and payments above the general pay scaleGRI 102-41

Flughafen München GmbH is a member of the regional public employers’ association and, as such, is bound by the TVöD collective pay scale agreement for public sector employees. FMG employees participate in a company retirement scheme, which is governed by the pay scale agreement and covered by the Bavarian supplementary pension fund for municipal employers. Following negotiations with the labor unions ver.di and dbb, the remuneration for employees of FMG and AeroGround was increased as at March 1, 2018; in the first step this increase was on average 3.19 percent. Lower-paid wage groups tended to profit more from this collective agreement. In addition, two further wage increases were agreed: For April 2019, an average increase of 3.09 percent was agreed and from March 2020, employees will receive on average 1.06 percent more in their pay packets.

Employees covered by collective bargaining agreements

Proportion of total employees in %1)

Graphic: Employees covered by collective bargaining agreements
1) All percentages are based on the total number of employees including apprentices, workers in minor employment, temporary workers, and interns but excluding AeroGround Berlin GmbH.

Commitment to the next generation

The Munich Airport Group is one of the largest training organizations in the region. School leavers have the choice of 20 different apprenticeships and dual fields of study. Flughafen München GmbH received 1,635 applications for the apprenticeships starting in 2018. On September 1, 2018, 97 apprentices embarked upon their professional career at Munich Airport. This meant there were 277 young people taking part in apprenticeships Group-wide as of the reporting date of December 31. At the same time, 46 young people completed their apprenticeships at FMG. A further 84 school-age children and 123 university interns received an insight into the world of airports, producing 17 project-related Bachelor’s and Master’s dissertations in the process. In a twelve-month graduate training program, university graduates received an effective preparation for professional life at the airport. This includes both specialist knowledge and an understanding of the complex overall system that is the airport. A mentoring program helps trainees to establish their own company-wide network.

Photo: Employees new uniform
The employees were included in the selection process for the new uniforms.

Large job fair in the MAC

In October 2018 some 15 of the companies based at the airport held an «Apprenticeship Night», in order to present the variety of career opportunities that they offer. 3,000 interested visitors, in particular, school-age children and their parents from the airport region, came to the München Airport Center to learn about the more than 50 different apprenticeships and courses of study offered on the airport campus.

Employment costs

Graphic: Employment costs
1) Including subsidies for travel and meals

Global airport network

The popular international exchange programs help employees to develop as people, and Munich Airport to progress as a business. In 2018, as part of the European mobility program «Erasmus+», 19 apprentices visited partner airports in Athens, Malta, and Vienna. 32 selected specialist and management staff broadened their knowledge and skills during stays at sister airports in Bangkok, Singapore, and Moscow, and established important contacts with their counterparts. In return, delegations from other airports, including Denver and Nagoya, visited Munich.

Sister airports

ACSA

Airports Company South Africa

AOT

Airports of Thailand

BCIA

Beijing Capital International Airport

CAG

Changi Airport Group (Singapore)

Centrair

Central Japan International Airport (Nagoya)

DEN

Denver International Airport

DME

Moskau Domodedovo

Airport Academy: experts in education and training

Munich Airport operates a certified, in-house training center with just under 50 employees. On more than 38,000 participant days, 26,700 Group employees and external customers attended seminars there, focused particularly on the areas of human resources, management, aviation, and security. Digital training formats via a learning management platform are a fixed component of the offering, including, for example, the cross-Group safety management training as part of the EASA certification of the airport. The Airport Academy, moreover, offers training for an international audience, as an accredited training institute of Airports Council International (ACI) – in cooperation with the international umbrella association of passenger airports. For example, more than 100 external cyber security specialists completed training in four different seminar types at the Information Security Hub, which opened on the airport campus in early 2018.

Airport is once again «Germany's Best Training Organization»

Business magazine «Focus Money» again awarded Munich Airport the title of «Germany's best training organization» in the Transport and Traffic segment. In a survey of 20,000 companies from all across Germany, FMG stood out for the particular quality of its training management. Both the high rate of hiring of graduates in the company and their excellent training results justified this accolade. A special on-boarding program enables apprentices, at the very start of their careers, to make contacts, gain initial experience of team work, and to get to know the airport campus. Another particular feature of the airport as a training organization is the intensive professional and personal support provided by the full-time trainers and the 220 part-time instructors. Participation in the Erasmus+ exchange program,the health day for apprentices and the apprentice-parent day were also decisive for the award.

Photo: Training
Many opportunities for young people and a high rate of hiring in the airport training organization

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