Human resources

Personnel strategy

The Human Resources (HR) Corporate Function, in close cooperation with the local HR departments, is responsible for developing and implementing a uniform personnel strategy. The strategy is oriented towards the Company’s values: Performance, Responsibility, Integrity, Mutability, Appreciation. The first letters of these words spell the German word PRIMA”, which means “great”. We are committed to these values.

The focuses of our strategic HR work in fiscal year 2014/15 included organizational development, successor management and talent promotion. The implementation of job rotation measures was also a highlight. Yet another point of emphasis was the development of the compensation system.

To improve communication among managers, we encouraged networking across the sites with joint project work.

Personnel structure

A total of 6,321 employees worked in the Aurubis Group worldwide as at September 30, 2015. Of this number, 56 % are employed in German plants and 44 % work in other countries.

Aurubis Group personnel are mainly dispersed among the following countries: Germany (3,539), Bulgaria (825), USA (653), Belgium (533), the Netherlands (330), Finland (213) and Italy (130).

Aurubis Group employees

Chart: Aurubis Group employees

Aurubis Group personnel structure

Chart: Aurubis Group personnel structure

Diversity and promotion of female employees

We strive for diversity in our personnel structure, both in the management and at all other levels of the Company. We view diversity from a cultural perspective but also from the ­perspective of internationality, professional expertise and a balanced proportion of men and women.

With the possibility of job changes within the Group, we want to enhance motivation, shake up established structures and create space for new ideas and views. Moreover, these aspects should promote knowledge expansion and knowledge transfer.

Equal opportunities for women and men are outlined in Aurubis’ Code of Conduct. Within the scope of the German law for equal participation of men and women in management positions in the private sector and in public service, targets have to be set for increasing the proportion of women in the first two management levels under the Executive Board. A target of 20 % for both management levels should be achieved by June 30, 2017. The first level currently includes 30 managers, six of whom are women, for a proportion of 20 %. The second level has an additional 46 managers, eight of whom are women, for a proportion of 17.4 %.

A number of our jobs are in the industrial sector. These jobs are associated with high physical demands and shift work. Traditionally, very few women work in these areas. While the number of female applicants for technical fields is increasing somewhat, it is still low. The proportion of female employees in the Group is 11.9%, slightly higher than the prior-year level of 11.6 %.

Aurubis continues to pursue the goal of addressing female applicants more strongly as an employer. We take this into account in our university marketing and as part of our existing contact with schools. Staff development programs and concepts are being developed to increase the proportion of women in the Group’s upper management in the medium to long term.

The Lünen plant, which is headed by a woman, participated in “Cross-Mentoring NRW”, a mentoring program which promotes female managers in companies in North Rhine-­Westphalia, Germany. Aurubis is one of 35 participating companies from diverse sectors. The companies select female mentors and high-potential individuals for one-on-one exchange and an overarching program that encourages professional discussions and skills development.

Employee compensation and profit-sharing

Aurubis has a uniform compensation system for its management. This compensation system is based on an analytical job evaluation, clearly established income brackets and a target bonus model with defined levels of performance measurement and weighting. These factors allow managers to assess what performance is required on the Group, BU and individual levels and how they are evaluated. During the past fiscal year, the structure of the compensation system was adjusted to take individual performance more strongly into account.

Employees participate in the Aurubis Group’s success. Performance and success-oriented compensation is a fundamental element of the remuneration system at Aurubis AG. Motivated, high-performance employees make a decisive contribution to the Company’s achievements and value. The performance of the individual is always assessed in connection with the performance of the team, the department or the production sector. The individual performance and collective team performance serve as parameters in this case.

In September 2015, we gave employees at the German sites the opportunity to acquire a limited number of Aurubis AG shares at favorable conditions. Overall, 1,470 employees participated (previous year: 1,612), due in part to the significantly higher share price. A total of 28,670 shares were ­purchased (previous year: 31,270).

Personnel recruitment

Demographic change is a challenge for Aurubis as well. We are already responding to this shift with our personnel recruitment. Over 60 % of the graduates of our internal ­program for talented young employees, EXPLORE!, are expected to take on new positions. Our activities in university marketing for technical and commercial professions were focused and simultaneously expanded. The cooperation with our partner universities remained intensive. Moreover, we annually provide about 50 student internships in Hamburg. The offerings for young potential employees are rounded off with scholarships and supervised thesis papers.

Education and training

Drawing in qualified specialists and managers is of central importance for Aurubis.

This year we took part in a variety of fairs and events once again, including the Idea Expo in Hanover. The objective is to raise interest and recruit young people for technical vocations in the so-called MINT subjects (mathematics, informatics, natural sciences and technology).

The career information day “Your Future Starts Here” took place in Hamburg for the fourth time on April 25 with the purpose of drawing in apprentices. A number of guests came to receive information about our apprenticeship offers and career options and to apply for apprenticeships. Four apprentices were recruited directly and 52 additional invitations to interviews and long tests were distributed. Our sites in Stolberg and Lünen took part in the “Apprenticeship Night” once again. Interested young people were able to receive information about trades and apprenticeship options from different exhibits and information stands and to participate in plant tours.

During a kick-off event on September 4, 2015, Hamburg Mayor Olaf Scholz and Aurubis AG Executive Board Chairman Dr. Bernd Drouven welcomed 75 young people who began their apprenticeships at Aurubis in Hamburg and Lünen in 2015. The Aurubis Group offers 20 different apprenticeship trades. Aurubis took the event as an opportunity to offer policymakers an expansion of the current apprentice class to contribute to integration and vocational training in the current, pressing issue of the refugee crisis.

In addition, the 10-Plus model started up again in Hamburg, a program in which 12 high school interns are introduced to various vocations and are supported in the achievement of a school certificate three days a week at Aurubis.

As of September 1, 2015 we employed 181 apprentices, including 12 interns in the 10-Plus project, making up a total of 8 % of the workforce. The proportion of apprentices with an immigrant background is 36 % overall and 48 % among the new apprentices.

A cooperation agreement with the mobility agency “Work and Life” was entered into this year to create an international apprentice exchange among the sites. In the past few years, six apprentices have been trained in Pirdop and Avellino.

Qualification measures for our employees

The continuous personal development and training of our employees continues to have high priority. In the Aurubis Group, personnel development is considered an investment in the future. Our leadership and qualification program is closely oriented to the Company’s needs. It includes a total of 22 measures in the areas of management, personal and entrepreneurial skills. Our employees have used the measures intensively. In addition to the internal Group qualification program, Aurubis AG employees took part in around 380 technical training sessions and seminars.

Work-life balance

In October 2012 the Aurubis Family Service started up with the goal of providing support in better combining work and family to all employees at the German sites. The Aurubis Family Service helps with the coordination of work and childcare or nursing care for family members. The service continued to be well received. It is important to support our employees in difficult times. The Lünen site was certified as a family-friendly company.

Thanks from the Executive Board

We would like to thank our employees for their daily commitment in fiscal year 2014/15. Only with the motivation and dedication of our staff was it possible to develop the Group successfully. Our thanks also go to the employee ­representatives, with whom we worked constructively and closely during the past fiscal year.