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As of December 31, 2013, the ProSiebenSat.1 Group had 3,590 employees calculated on the basis of full-time equivalents (previous year: 3,026). The average number of full-time equivalents in the year under review was 3,400 (previous year: 2,849). The increase of 551 full-time equivalents or 19.3 % reflects the successful expansion of the Group in the Digital & Adjacent segment in particular. Here, the average staffing level rose by 67.1 % to 755 employees (previous year: 452). Major factors were the majority interests acquired in the websites billiger-mietwagen. de and in the 2013 financial year. In addition, the organic growth of the Digital & Adjacent business contributed to the increase of personnel: In the Online Games and SevenVentures units, a total of 77 full-time-equivalent posts were created.

Employees by segment

In the reporting year, ProSiebenSat.1 had an average of 2,927 employees in Germany, Austria, and Switzerland (previous year: an average of 2,533 full-time equivalents). This equates to growth of 15.6 % year on year and an 86.1 % share of the Group’s total employees (previous year: 88.9 %).

Employees by region

In the wake of successful corporate expansion and the resulting personnel growth, personnel expenses increased to EUR 321.0 million in the 2013 financial year (previous year: EUR 266.8 million).

Diversity Management at ProSiebenSat.1

We value the diversity that our employees bring to the company in terms of personal characteristics, talents and abilities. Our way into the future is determined significantly by the way we promote and use this diversity. Therefore, we base the recruitment of employees on a holistic diversity concept, in which we consider criteria such as age, ethnic background/nationality, gender or sexual orientation. An important issue is thereby the proportion of men and women within the company and in management positions. There is already a very balanced ratio of men and women in the ProSiebenSat.1 Group: In 2013, 47.2 % of ProSiebenSat.1 employees were female (previous year: 46.8 %) and 52.8 % were male (previous year: 53.2 %).

Proportion of women and men in the whole Group

In the core market of Germany, the proportion of women increased to 46.4 % (previous year: 46.0 %). This matches the average proportion of women in German commercial enterprises, which was according to the Federal Office of Statistics likewise 46.4 % in 2013.

Proportion of women and men in the German core market

At the management level, the ProSiebenSat.1 Group considerably increased the proportion of women both in the Group as a whole and in the German core market: At Group level, the proportion of women in management positions increased to 33.7 % (previous year: 28.4 %). In Germany, the proportion of women at the management level was 33.0 % (previous year: 26.9 %) and thus above the national average. According to the Federal Office of Statistics, the proportion of women in management positions in German companies averages 28.6 % in 2013.

Women in management positions

Women in management positions

Women in management positions

The average age in Germany was 38.2 in the 2013 financial year (previous year: 37.9 years).

Age pyramid

Human Resources Work Anchored in Strategy at ProSiebenSat.1

The ProSiebenSat.1 Group has expanded its core business in recent years and invested heavily in new growth areas. Digitalization and the accompanying transformation of the industry offer the Company numerous opportunities for growth. The objective is to develop the Group from a traditional TV provider into a digital entertainment & e-commerce powerhouse. The Group supports this process with targeted HR measures derived from the Group’s strategy that strengthen the Company’s innovative power. Against this backdrop, strategic human resources work has become increasingly relevant for ProSiebenSat.1 in recent years. At the same time, as a media company, the ProSiebenSat.1 Group is a classic “people business”: Every day, our employees help ensure that the Group remains one of Europe’s largest media companies with their talent, creativity and dedication. For the successful development of the ProSiebenSat.1 Group, it is of central importance to retain qualified employees in the Group and gain new talented individuals. For this reason, we offer our employees attractive career opportunities, numerous possibilities for development, performance-based remuneration models, great working conditions for families, a comprehensive work-life package and a wide range of social benefits.

Personnel Development in the ProSiebenSat.1 Group

In 2013, the ProSiebenSat.1 Group invested EUR 2.3 million in training and education programs (previous year: EUR 2.5 million). The slight decline is primarily due to the fact that, three years since the Academy started, numerous education targets have been achieved, and obligatory courses for certain employees, such as management training, have already been completed by a majority of these target groups. For this reason, the number of attendees and courses also declined slightly in 2013: In Germany, Austria, and Switzerland, 469 events took place (previous year: 495); a total of 4,764 participants took up the offer of training (previous year: 4,992).

Qualified, high-performing and motivated employees are the ProSiebenSat.1 Group’s most important asset. At the ProSiebenSat.1 Academy, the Group offers its employees an extensive specialist training portfolio, which is derived from the corporate strategy. The Academy offers seminars and lectures on specialist and personal development, which are aligned specifically to the qualification requirements of ProSiebenSat.1 employees. The central platform provides events such as “Lunch & Learn” or “Guest Speaker”, which regularly offer employees analyses of trends and developments in the media and entertainment industry. The Academy’s offerings promote openness to change, networking, and the origination of new business ideas in the ProSiebenSat.1 Group.

  • Executive Development: The ProSiebenSat.1 Group wants to offer its employees a motivating working environment. For this reason, all managers at the ProSiebenSat.1 Group go through a development program with the modules “New Leader”, “Performance”, “Team”, “Change” and “Self Management”. The modules are attuned to the ProSiebenSat.1 Group’s corporate culture and the management tools used in the Group. In 2013, 265 managers took part in the “TOP 5 manager development program”.
  • Cross-Mentoring: The ProSiebenSat.1 Group has had a mentoring program since 2012. Throughout the Group, it promotes the professional development of employees with high potential, who are supported from within the Group by experienced employee mentors over a period of twelve months. The focus is on open exchange across hierarchical and departmental boundaries. The cross-mentoring program not only supports the participants in their professional and personal development. The mentor/mentee partners generally come from different business areas. In this way, the ProSiebenSat.1 Group is encouraging the development of a cross-divisional network in the Group and promoting understanding between the various business units. In 2013, 18 tandems took part in the cross-mentoring program.
  • Learning Expedition: Since 2011, the ProSiebenSat.1 Group has regularly carried out “learning expeditions”. During the one-week trips to international business regions, employees from various departments meet with representatives of large business enterprises, researchers, and academics to discuss trends and future issues in the media and entertainment industry. In recent years, the learning expeditions resulted in several business ideas such as the development of the internet platform MyVideo into an online TV station and the launch of a proprietary accelerator program. In September 2013, the Group carried out another learning expedition to Austin, Texas, and Los Angeles, California, in the USA. It focused on engaging with the issues of entrepreneurship and start-up mentality, which are becoming increasingly important for the Group in connection with the expansion of the digital and ventures business. Overall, 137 employees have taken part in a ProSiebenSat.1 Group learning expedition so far.
  • Innovation Camp: In connection with the successful learning expeditions, the ProSiebenSat.1 Group launched another HR tool in 2013 that promotes the Group’s capacity for innovation. The Group organized an Innovation Camp for the first time in March 2013; the second followed in June. Interdisciplinary teams from different parts of the Group met at these camps. Together, they worked for a total of seven days on business solutions to a problem set by management. More than ten business concepts were developed during the two Innovation Camps.
  • The ProSiebenSat.1 Group considers both its learning expeditions and Innovation Camps efficient tools for sustainably strengthening the Group’s power of innovation. Both initiatives will continue in 2014: In March 2014, another learning expedition will travel to Israel, one of the world’s most innovative TV markets.

    Training in the ProSiebenSat.1 Group

    The ProSiebenSat.1 Group also systematically employs a cross-media approach to training, providing its interns with interdisciplinary training in TV, online and PR. At the same time, ProSiebenSat.1 gains qualified junior staff for the Company with training courses for various career groups, thus counteracting a shortage of specialist staff. In 2013, the ProSiebenSat.1 Group employed 175 apprentices on average in Germany (previous year: 168). This includes trainees, management trainees and apprentices in the career groups of audiovisual media, events, office management, video and sound media design and digital and print media design. In 2013, the Group further expanded its offer of dual courses in media and communications business and also added a new course in accounting and controlling. The chart below shows the number of apprentices, trainees and management trainees the ProSiebenSat.1 Group took into full employment after their training:

    Retention rate of apprentices and trainees in Germany in 2013

    ProSiebenSat.1 as an Attractive Employer

    Positive evaluations in the major surveys of the trendence and Universum institutes on employer appeal regularly show that the ProSiebenSat.1 Group is one of the most popular employers in the media industry in Germany. As in the previous year, ProSiebenSat.1 took second place in the “trendence Schülerbarometer 2013”. Moreover, the ProSiebenSat.1 Group 2013 again ranked among the top 100 employees in the “Universum Student Survey” (18th place). This is also reflected in the number of applications. Last year, the number of applicants increased again. In 2013, the ProSiebenSat.1 Group received around 28,314 applications in Germany, around 31.5 % more than in the previous year (21,532). At the same time, the turnover rate fell to 10.6 % (2012: 11.4 %), the average duration of employment stayed stable at 7.3 years (previous year: 7.5 years).

    Due to the Company’s dynamic growth, it is of particular importance to the ProSiebenSat.1 Group to find talented employees and to position itself as an attractive employer to relevant target groups. For this reason, the Group continued to develop its recruitment models in the past financial year:

    • “Employees campaign for employees” platform launched: Since 2013, ProSiebenSat.1 employees can register on a new social recruiting platform on which they receive a regular summary of vacant positions in the Group. Through various social media functions, they can share interesting job postings with contacts from their own network via XING, Facebook, and Twitter or by e-mail. At the same time, the portal suggests suitable candidates from ProSiebenSat.1 employees’ personal XING networks using an algorithm. ProSiebenSat.1 employees receive a commission if a vacancy is successfully filled in this way.
    • Social media activities expanded: In 2013, the ProSiebenSat.1 Group again considerably increased its involvement on social media platforms and is now present as an employer on Twitter and YouTube. The Group already had its own profiles on XING and Facebook. In the past financial year, the number of ProSiebenSat.1 fans on the Facebook careers page has doubled. In addition, the Group climbed from 70th to 15th place in the renowned S-Com social media ranking by Potentialpark.
    • “ProSiebenSat.1 Talent Community” launched: In 2013, the Group launched a talent relationship management portal, which will establish a talent community. Students and graduates can set up a personal profile there and communicate with each other. Users can also access current information about careers at ProSiebenSat.1.

    In addition, the ProSiebenSat.1 Group strengthened its appeal as an employer in 2013 by expanding the work-life package:

    • Work-life package expanded: The ProSiebenSat.1 Group supports its employees in the areas of family, sport, health and service with a work-life package. Since 2012, the Group has cooperated with an external partner that brokers concierge services and provides childcare, coaching in difficult life circumstances and support in caring for family members. The ProSiebenSat.1 Group has worked with the Technische Universität München since 2012 on the issues of health and sport. In 2013, the ProSiebenSat.1 Group also set up its own sports room on the Company campus. The program of courses includes individual sport and nutrition consulting as well as fitness tests. The Group thus offers its employees the opportunity to integrate sport and movement into everyday working life. The health program is rounded off by masseurs who are present several days a week and the opportunity of a healthy and balanced diet in the canteen.
    • Sabbatical models introduced: Since 1 January 2013, the ProSiebenSat.1 Group has offered employees the opportunity to integrate their career and personal life plans more flexibly. Employees can now take time out with short or long sabbaticals. A short sabbatical lasts up to three months, a long sabbatical 12 to 24 months.
    • Social Days take place for the first time: In a globalized world with a continuing trend towards individualism, it is important to many people to get involved in society. Therefore, the ProSiebenSat.1 Group offered Social Days for the first time in 2013. On these days, employees can contribute to society during their working hours. In total, 100 colleagues worked in seven Munich institutions, including a center for children and young people, an adventure playground and a center for disabled people.

    A family-friendly environment is a crucial criterion for many employees and applicants. The ProSiebenSat.1 Group has offered its employees attractive conditions for over ten years. Many ProSiebenSat.1 Group employees have families. As early as 2002, the company founded an inhouse day-care center in Germany which currently has 74 places. In 2013, the Group spent EUR 890,200 on childcare (previous year: EUR 713,000). EUR 200,200 went to the company nursery, EUR 690,000 to care subsidies, which are paid to all employees whose pre-school age children receive care outside the home. Teleworking jobs as well as flexitime models and part-time work simplify balancing family and career. In 2013, the proportion of part-time employees in the ProSiebenSat.1 Group in Germany increased to 19.6 % (previous year: 17.6 %). In German companies, the proportion of part-time workers averaged 25.5 % according to the Federal Office of Statistics.

    Part-time and full-time employees in the German core market

    Careers at the ProSiebenSat.1 Group

    • Performance Development: For managers, the Company introduced the “Performance Development” program back in 2010. Key factors include specialist performance, behavior as manager and business activity. The program is linked to a bonus system, in an ideal case making employees eligible to receive a one-time payment of up to 200 % of the individual target bonus. A further incentive system was first initiated in 2005 — a stock option plan (Long Term Incentive Plan) in which selected managers participate. The stock option plan was replaced in 2012 by a new share-based compensation plan (Group Share Plan).
    • Long-term prospects for success and sound successor planning: The ProSiebenSat.1 Group uses the Organization & Talent Review (OTR) to ensure it has an up-to-date overview of talented and high-potential employees in the Company. The OTR helps to identify the next useful development steps and to support the employees in a targeted manner. At the same time, it also ensures long-term appointments to business-critical roles and functions. The process was introduced in 2010 and is carried out for employees of upper, middle and lower management in a staggered two-year cycle. In 2013, 193 employees of upper and middle management took part in the OTR (previous year: 134 participants of lower management).
    • Management by Objectives: ProSiebenSat.1 Group staff are managed on the principle of “Management by Objectives”, drawing on a system of goals that puts higher-level corporate objectives into more specific terms for both staff and management by breaking targets down systematically into segment, departmental and individual goals. At annual assessment interviews, employees and their supervisors define personal targets for the financial year. These are intended not only to provide clear goals but also to encourage motivation. The system of goals is tied to a performance-based bonus plan that recognizes individuals’ accomplishment of their goals. The maximum amount of the bonus is partly based on recurring EBITDA. In 2013, the bonus share based on recurring EBITDA was again 100 % (previous year: 100 %).