Key Performance Indicators to criteria 8

Key Performance Indicator GRI SRS-102-35: Renumeration policies
The reporting organization shall report the following information:

a. Remuneration policies for the highest governance body and senior executives for the following types of remuneration:
i. Fixed pay and variable pay, including performance-based pay, equity-based pay, bonuses, and deferred or vested shares;
ii. Sign-on bonuses or recruitment incentive payments;
iii. Termination payments;
iv. Clawbacks;
v. Retirement benefits, including the difference between benefit schemes and contribution rates for the highest governance body, senior executives, and all other employees.

b. How performance criteria in the remuneration policies relate to the highest governance body’s and senior executives’ objectives for economic, environmental, and social topics.

In addition to individual target agreements, the performance of Munich Airport’s managers is measured by the indicators EBT (earnings before taxes), carbon reductions, and PEI (passenger experience index).  

The remuneration of the members of the Executive Board comprises a fixed salary and variable, performance-based bonus.  

Key Performance Indicator GRI SRS-102-38: Annual total compensation ratio
The reporting organization shall report the following information:

a. Ratio of the annual total compensation for the organization’s highest-paid individual in each country of significant operations to the median annual total compensation for all employees (excluding the highest-paid individual) in the same country.


Remuneration of the members of the Executive Board in 2018 (total) in TEUR

Dr. Michael Kerkloh 504
Thomas Weyer: 452
Andrea Gebbeken: 342  

Total: 1,298

Other remunerations include non-cash remunerations, contractual ancillary benefits, and one-off payments. The provisions for post-employment pension benefits to executive officers amounted to TEUR 6,276. Payments to the Supervisory Board amounted to TEUR 31. 
Further information: Notes to the consolidated financial statements    
Munich Airport’s personnel expenses are largely driven by the number of and the amount of remuneration paid to employees employed under the collective pay scale agreement for public sector employees. 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.  
Information on salaries is treated as confidential. It is not published to any extent further than that required by law.  
The ratio of the annual total compensation is not determined at present.
Further information: Employee satisfaction and codetermination